Plant the Seeds For a Fruitful Career with Our Garden Tourism Course

Plant the Seeds For a Fruitful Career with Our Garden Tourism Course

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Popular internationally for years, garden tourism is increasingly making its mark as a tourism trend in Australia. This is a niche area of travel (like agritourism and health tourism) that attracts those keen to explore and absorb nature for its “green” health benefits. And it has significant and underappreciated potential in the sector.

Our Certificate of Garden Tourism is a professional development course that will help you plan, develop and manage tours, events and tourism destinations that revolve around gardening. Ideal for gardeners, garden centre staff and tourism operators, this garden tourism course will give you insights into people who not just travel to see gardens, but spend money in their associated cafes, restaurants and gift shops.

You will also explore the viability of events and their components, learn how to develop effective marketing strategies to sell their benefits, and gain insights into increasing their financial business outcomes.  

Learning Outcomes

Outcomes achieved by undertaking a garden tourism course include:

  • Learning about the scope and nature of garden tourism
  • Exploring the different types of gardens
  • Studying the place of gardens in broader tourism
  • Gaining insights into the who visits gardens or garden events and why
  • Examining problems
  • Understanding garden destinations
  • Learning about financial viability
  • Exploring the types of tourist attractions
  • Studying garden events
  • Gaining insights into add-on income
  • Examining how to create and manage a destination
  • Understanding what makes a viable garden tourism destination
  • Learning about planning a destination
  • Exploring locations, regions and countries
  • Gaining an understanding of managing a destination
  • Studying garden events and the different types
  • Gaining insights into when and where to conduct garden events
  • Examining how to finalise your plan
  • Understanding non-garden related events
  • Learning how to manage garden events — preparation, planning, development and evaluation
  • Exploring how to initiate a garden event
  • Gaining an understanding of set up and pack up/knockdown
  • Studying event issues
  • Gaining insights into managing visitor access

And more!

Seven Famous International Gardens

Throughout history, gardens have been spaces of creativity and contemplation, allowing people to fully immerse themselves in nature. These public spaces involve meticulous planning and careful landscape design, and allow visitors to experience local and exotic plant life while gaining inspiration for their own gardens. Here are seven of the world’s most famous.

#1 – Brooklyn Botanic Garden, USA

Founded in 1910, this 52-acre haven has over 14,000 plants spread across multiple areas. Highlights include its Japanese garden, a water garden, a fragrance garden for the visually impaired, and an English garden themed around plants named in Shakespearean plays.

#2 – Gardens of Versailles, France

This UNESCO World Heritage site sprawls across almost 2000 acres of land, and sits just west of the Palace of Versailles. A classic French garden focused on order and symmetry, the manicured lawns are dotted with flowers, and fountains and sculptures that date back to the time of Louis XIV.

#3 – Kew Gardens, UK

Located in south London, this garden is renowned for housing more than 50,000 living plants. Highlights include  an arboretum, bamboo garden, the world’s largest Victorian glasshouse, and the Princess of Wales Conservatory which contains plants from ten different climate zones.

#4 – Villa d’Este Gardens, Italy

An international favourite beloved for its opulent fountains and terraced gardens, this 16th-century villa is located in Tivoli, outside of Rome. Built for the son of a nobleman, it is a wonderful example of an Italian Renaissance garden, where the landscape seeks to inspire contemplation.

#5 – Keukenhof, Netherlands

If you’re a fan of tulips, don’t miss a pilgrimage to the world famous Keukenhof in Lisse. Seven million bulbs are planted each year including tulips, crocuses, daffodils and hyacinths. It creates a dazzling visual to the more than one million visitors who flock to the gardens during the spring flowering season.

#6 – Butchart Gardens, Canada

Located in British Columbia, this garden covers fifty-five acres and includes twenty-six greenhouses, which have been wowing tourists for over one hundred years. Fifty full-time gardeners tend to this national treasure, and one of its most famous features is the Sunken Garden.

#7 – Ryōan-ji Garden, Japan

Nestled within a Buddhist Temple in Kyoto, this is a the epitome of a a Japanese “dry landscape” (karesansui) garden. This Zen garden is characteristed by large rock formations, and is meant to be viewed while seated. Anyone who can see all of the stones at once is said to have obtained the ultimate in enlightenment.

 

Australia’s Favourite Gardens

According to many tourism experts, garden tourism is the second most popular “niche” travel experience — the first being food-related tourism. Here are seven amazing Australian gardens to offer you the ultimate in green-tinged inspiration!

  • Brisbane Botanic Gardens, Mt Coot-tha — Opening in 1976, these gardens cover over 52 hectares of land. Guided tours and self-guided walks are on offer and themed sections include the Japanese Gardens, the Tropical Dome and the largest collection of Australian native rainforest trees in the world.
  •  Royal Botanic Gardens of Sydney, Farm Cove — Wrapped around Sydney Harbour, these gardens offer glimpses of the Sydney Opera House and the Harbour Bridge. Bucket list exhibits include Palm Grove and the spectacular Succulent Garden and Rare and Threatened Plant Garden.
  •  Royal Botanic Garden Victoria, Melbourne. This garden has been operating for over 170 years and has a truly international approach. Diverse plant collections include roses, camellias, rainforest flora, succulents, herbs, perennials and the Rare and Threatened Species Collection.
  • Botanic Gardens of South Australia, Adelaide. These architecturally stunning gardens feature the International Rose Garden, the First Creek Wetland, and The Garden of Health, where you can learn about the plants that prevent and cure disease.
  •  Kings Park and Botanic Garden, Perth — This is one of the largest inner-city parks in the world (it covers over 400 hectares) and offers spectacular views as well as bushland walking trails and over 3000 species of the state’s unique flora.
  • Royal Tasmanian Botanical Gardens, Hobart — This is Australia’s second oldest Botanic Gardens and renowned as one of the country’s best “cool climate” gardens. It covers over fourteen hectares and has a number of unique collections including the country’s only Subantarctic Plant House.
  •  Australian National Botanic Gardens, Canberra — A heritage-listed Botanical Garden, it was established in 1949 and features over 83,000 individual plants arranged over 40 hectares of themed sections in the glasshouses and nursery.

Open Garden Programs

Although the nation-wide Australian Open Garden Scheme folded in 2015, some states still run their own local “open garden” organisations — which helps ensure the garden tourism sector keeps thriving! They are typically not-for-profit groups run by volunteers who help garden owners open their gardens over weekends to raise money for various charities. They include:

  • Open Gardens South East Queensland – Open Gardens SEQ allows visitors to explore some of Brisbane, the Sunshine Coast and the Gold Coast’s most stunning gardens.
  • Open Gardens Victoria – This organisation runs an open garden program in Melbourne city and in rural locations and country towns across the state. Typically around twelve gardens are open through the spring period of September to November, and others during the autumn season
  • Open Gardens SA – Open Gardens South Australia was first established in 2015, and in its first twelve months opened over fifty private gardens, welcoming more than 20,000 visitors.
  • Open Gardens West Coast – Western Australia’s open gardens scheme launched in 2016 and facilitates the opening of gardens across the state for public viewing. It also promotes garden design, horticultural education and ecological sustainability.

 

Gain the confidence to plan, develop and manage gardening events, tours and popular “green” destinations with a garden tourism course, such as our Certificate of Garden Tourism.

Childcare Professional Development Opportunities 

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The early years of a child’s life are the most critical, because this is when they develop motor, social and sensory skills, and start to learn about the world. Hence, many believe those who work in childcare have one of the most essential, yet underappreciated jobs in Australia!

However, a career in childcare can be extremely rewarding, allowing you to make an important and lasting difference in the lives of children. And the industry is booming, so career prospects continue to grow. In fact, early childhood job roles are said to grow by 22 per cent to reach over 9000 jobs by 2023. So now’s the perfect time to up-skill!

Why Professional Development Is Important

Parents, family, friends, health professionals, the wider community and childcare professionals all influence a child’s early years. For those working in childcare, ongoing childcare professional development improves skills and practice and keeps staff up to date with advances in early childhood education and care. This enhances the nurturing of a child’s development, but can also inspire, motivate and support professional networks.

A Combination of Theory and Practice

Working with young children is challenging and complex work. Current research and developments in theoretical approaches to early childhood education are rapidly expanding the theory base and knowledge that can guide practice. Additionally, changes in the national early childhood system continue to impact curriculums, delivery models, licensing and accreditation systems.

Professional development is critical because it enables childcare workers to contribute to developing practices that are guided by current research and theory, and enhances their effectiveness in terms of working with children and families. It also provides professional satisfaction and sustains an employee’s enthusiasm, commitment and their capacity to continually grow both professionally and personally.

Early Childhood Learning Programs

Over the last decade, the childcare industry in Australia has undergone significant changes, which have impacted early childhood learning programs in many ways. Significant changes were laid out in the National Quality Framework (NQF), which was introduced in 2012. It provides a framework for quality improvement in the childcare sector and establishes the formal qualifications required for a childcare practitioner.

The Early Years Learning Framework (EYLF) is a core framework recognised under the NQF. It provides the foundation for ensuring all children aged up to five years receive quality teaching and learning outcomes. It also encourages staff to participate in childcare professional development, and promotes a culture for continuous educational growth.

Features of Effective Professional Development

Childcare professional development takes many different forms, however research has shown there are a number of common features that enhance its effectiveness. These include:

  • The extension of the professional development program over a period of time.
  • The involvement of staff in assessing their own learning.
  • The creation of opportunities for staff to apply new skills and knowledge in their own work settings.
  • The creation of opportunities for staff to have a trusted mentor to discuss developing practice.
  • Providing opportunities for staff to question their own views and experience.
  • Providing opportunities for staff to consider situations and events from different perspectives.
  • Providing knowledge and information about alternative perspectives and practices.

Types of Professional Development

Childcare professional development embraces informal and formal learning towards knowledge or a new ability, skill or process. It affects the quality learning outcomes for children in care and can also influence employment opportunities and ultimately your career! It includes:

  • Certificates and courses
  • Workshops
  • Conferences and seminars
  • In-house training
  • Distance education and online learning
  • Volunteering
  • Work experience
  • Tutoring

Childcare Learning Pathways 

Childcare workers in Australia are required to complete a Certificate III in Early Childhood Care and/or Children’s Services. However, there are also a number of learning pathways that can assist with your childcare professional development. These include:

  • Certificate of Education Support – Early Childhood – This course is an ideal introduction to a career in childcare, which will give you insights into setting the foundations for children’s lifetime learning using play-based techniques.
  • Introduction to Baby and Toddler Care – This course will provide you with the skills and knowledge to work with babies and toddlers from birth to 22 months in family daycare or a similar setting, and/or pursue further studies.
  • Certificate of Play Therapy – This course will teach you how to apply play therapy to help those with developmental disorders and mental health conditions to regain their motivation and emotional stability. It will also give you insights into how play therapy can help with loss, grief and family issues.
  • Design and Develop Learning Programs – This course will provide you with the skills and knowledge required to conceptualise, design, develop and review learning programs to meet an identified need for a group of learners.
  • Nurture Creativity in Children – This course will give you insights into the fundamental principles of childhood pedagogy that apply to nurturing children’s creativity, including with movement and music, to enhance their physical, social, emotional and cognitive development.
  • Certificate of Child Nutrition – This course will educate you on children’s nutritional requirements, food sensitivities, the differences between adult and child nutrition, and how to encourage children to make positive food choices.
  • Certificate of Child Psychology – This course examines the normal patterns of childhood growth and how they are applied to certain development areas, including offering insights into study theories from experts like Freud, Piaget and Bowlby.
  • Certificate of Child and Adolescent Mental Health – This course explores the signs and symptoms of mental health conditions and disorders (including depression and brain, tic and anxiety disorders), and the treatment options that are available.
  • Certificate of Complex Trauma and Attachment Management – This course is ideal for those working or hoping to work in the areas of family services, child protection, child youth placement or child support education and care.
  • Certificate of Developmental, Learning and Behaviour Disorders (Children and Adolescents) – This course will give you insights into the signs, symptoms, treatment and support options for a variety of developmental and behavioural disorders, including Autism, Asperger’s Disorder, Rett’s Disorder, Anti-Social Personality Disorder, Developmental Dyslexia and Phonological Disorder.
  • Introduction to Speech Pathology Assistance – This course will provide you with the knowledge and skills required to undertake support work under the supervision of a qualified speech pathologist. You will learn how to help clients overcome swallowing difficulties and speech impediments caused by conditions such as autism, stuttering, cleft palate and Down syndrom

Business Executive Development

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Business executives essentially assist with the operation and growth of organisations, however roles can vary dramatically depending on the company and sector. They can range from CEO-level executives and department managers to project managers and even small business operators. A few of the most common business executive roles include:

HR Executive

People in these roles typically perform key HR functions including recruitment, performance and compensation management, and training and career development.  This is often in the context of evolving workforce expectations, dynamic work places and shifting government priorities. They also understand the strategic contributions staff can make with effective management, and provide recommendations for implementing organisational change.

Project Management Executive

This role typically involves managing the output of a new system, object, structure or process, and the development of the Project Brief and Business Case in terms of industry “best practice”. PM executives may also authorise expenditure levels, manage cost or timing changes, ensure risk is tracked and mitigated or resolved, oversee a project’s quality and outcome, and deal with communications and stakeholder engagement.

Management and Leadership Executive

The duties of employees in these roles often depend on the number of staff in the organisation. In smaller companies they may oversee managers in multiple areas, and in larger organisations may direct one specific area such as finance, procurement or marketing. They are often involved in some way in administration, coaching and mentoring and change management. Many also develop business networks with people outside the organisation including clients, suppliers and/or customers.

Entrepreneurial Executive

Small businesses employ over 44 per cent of Australia’s workforce in sectors ranging from the hospitality and marketing industries to the fitness, manufacturing, retail and design sectors (and everything in between)! They typically handle a range of responsibilities from creating business plans, arranging financing and reviewing sales to developing marketing strategies, employing staff and identifying future business opportunities.

 

How Professional Development Benefits Employees

Professional development in your career — including business executive development — isn’t something that’s achieved overnight. It is a work in progress and should be something you prioritise throughout your working life. Your career development is also unique to you and there is no singular or “ideal” path. However, there are a number of traditional markers of success, including excelling in a performance review, getting a promotion and/or securing a pay rise.

Professional development requires planning and the execution of tangible strategies that will not only increase your success rate, but also help you manage the more challenging moments in your career. You should always be guided by a plan that incorporate the three A’s – goals should be adaptable, ambitious and achievable. Your development should also include strategies that detail what you want to achieve and the experience, skills and people required to get you there. The success of your plan and your ability to progress will hinge on being able to seize opportunities as they arise, even if they come as a surprise! Ways you can enhance your career include:

Consistently Being an Asset

Being an asset in every job role you have over your career will enable you to maximise job satisfaction and ensure you learn as much as possible. It also keeps you open to any opportunities that might arise, both financially and from a business executive development perspective. Some strategies to consider include:

  • Regularly fulfilling and exceeding your role expectations
  • Actively collaborating and assisting your colleagues with their job roles
  • Looking for opportunities to further your skills and learning new processes
  • Embracing change and seeking opportunities that add value to your team and the organisation
  • Participating in company-wide working groups and initiatives
  • Always acting as an advocate for your organisation
  • Sharing knowledge externally and internally
  • Consistently promoting positivity
  • Being adaptable, approachable and enthusiastic
  • Following directions and taking constructive criticism on board
  • Exhibiting loyalty to team members and the organisation
  • Being consistently reliable and responsible

Exploring External Opportunities

Professional development and career progression doesn’t necessarily have to be provided by your employer or during work hours. Looking outside your organisation for ways to drive your career forward is part of proactively seizing opportunities. It can also diversify the knowledge and experiences you are exposed to which will help expand your capabilities. Positive external influences that will enhance your career include:

  • Joining business networks to expand your contacts
  • Finding a mentor who works/has worked in a similar role or industry
  • Being aware of market trends and how they impact your role and industry
  • Undertaking external business and management courses

Learning From Your Mistakes

Making mistakes is a critical part of the professional development process. And while it sometimes feels like they are slowing down your career advancement, they can optimise your professional career life. If you manage them professionally and diplomatically, it will show your managers, colleagues and your organisation’s stakeholders that you are flexible, resilient and focused on the best possible outcomes. Ways you can effectively learn and move forward from mistakes include:

  • Reflecting on your mistakes and identifying where you went wrong and why
  • Examining how you felt — for example, frustrated, angry or embarrassed. This will help you manage your responses and emotions in the future. It will also help you be supportive and empathetic when your colleagues experience the same thing.
  • Remembering how you resolved it — for example, with the help of a manager or a solution-based strategy.
  • Detailing the resolution clearly so you can avoid making the same mistake again.
  • Realising that what was a negative can be turned into something long-term and positive!

Reaping the Rewards

When you commit to business executive development and progressing your career, your efforts won’t go unnoticed! You will be seen as a committed, proactive achiever and someone with direction and ambition. It could also result in positive feedback, great references, a fabulous reputation, a promotion and/or pay rise and even industry recognition. Working consistently on your career progression will also provide you with flexibility and options if you decide to apply your skills in a different role or company.

 

How Professional Development Benefits Organisations

Professional development doesn’t just benefit employees. It can deliver a great return for businesses as a whole as well. Savvy organisations invest in staff development and ensure that programs are aligned to their company’s goals so that employees gain the required skills and expertise necessary to deliver on the needs of the business. Business executive development can help:

  • Develop key performers — Investing resources and time in training builds employee confidence, increases staff morale and enhance your employees’ job satisfaction. It can also help the business develop and retain its key performers.
  • Deliver financial gains — If the outcomes of professional development are linked to your organisation’s objectives, then overspending it less likely. This is because your employees will have an increased understanding of the goals, budget and projects that are necessary for the business to succeed.
  • Improve productivity — Training can provide employees with a work focus and make them feel as though they are a valuable part of the team. This will increase productivity and positively impact your organisation’s bottom line.
  • Raise business competence — Professional development plans enable employees to better understand a company’s processes and how to deliver them effectively and efficiently with the right mix of knowledge and skills.
  • Open communication — Business executive development helps promote employee transparency and gives staff clear boundaries in terms of company needs and goals.

Professional Development for Teacher Aides

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Teacher aides support teachers and students across a range of services provided in an educational setting. Their role description can vary according to the environment in which they work and the needs of the school. They are different from Assistant Teachers in that they are responsible for general classroom tasks, whereas Assistant Teachers are qualified to provide instructional support.

What Do Teacher Aides Do?

Teacher aides support students’ learning and development by applying learning and teaching strategies. Most work under the direction of a classroom teacher, although some are provided more responsibility and independence than others.

Some teacher aides work in mainstream classrooms, others in specific subject areas, and some provide support to certain groups of students, including those with specific learning needs (such as with literacy or numeracy), disorders, disabilities or those who speak English as a second language. They also assist one or more teachers to undertake logistical tasks to ensure the efficient operation of the classroom or centre.

Many teacher aides implement teaching and learning strategies such as explicit teaching, scaffolding, modelling, cooperative learning, one-on-one instruction and formative assessment. Some even run their own programs under the direction of a teacher or other specialist. General classroom support and behaviour management are also key responsibilities of many teacher aides in Australia.

However, teacher aides are typically not qualified or employed to teach as such, but interact with students under the direct or indirect supervision of a qualified teacher. And although they may have relationships with families as part of a school community, they should not discuss a student’s behaviour or educational progress with parents — only teachers should do this.

What Are Some Of Their Duties?

  • Demonstrating, supervising and participating in activities which enhance the physical, emotional, intellectual and social development of children in educational environments, including schools and preschools.
  • Supporting teachers with administration tasks, including preparing teaching resources and materials, photocopying and filing lesson material and distributing and collecting students’ work.
  • Preparing indoor and outdoor areas for learning and recreational activities.
  • Supporting behaviour management by implementing techniques like proximity and rapport building.
  • Organising and maintain learning and teaching resources, as well as ordering the appropriate equipment as required.
  • Assisting children with intellectual, physical and behavioural difficulties with their academic studies.
  • Assisting children individually to learn social skills.
  • Attending staff meetings and parent-teacher interviews as required.

What Does a Typical Day Look Like? 

In a typical classroom, the teacher aide will circulate from group to group or work one-on-one with a particular student. They are not expected to teach the whole class — that is the role of the classroom teacher. They may however teach groups, particularly after several years’ experience and demonstrating competence at implementing strategies.

In many classes, the teacher will direct the teacher aide each day or lesson, such as asking them to target certain students who have been identified as needing additional support. This happens with students with high needs and is commonly found with students with physical disabilities and Autism (ASD).

More competent and well-trained teacher aides may be asked to “run” a program of their own in a separate room such as a numeracy or literacy program, which is typically a targeted remedial or intervention program. However, they are generally not required to plan or develop teaching and learning programs.

Are There Different Types of Teacher Aides?

There are different types of teacher aides, and each will undertake different roles and have different responsibilities. A big factor that often determines what a teacher aide will do from one day to the next is the needs and instructions from a classroom teacher who has a responsibility to direct the support staff in their classroom. Common types of teacher aides include:

Teacher Aide

A general all-rounder, who is often employed to assist a student with special needs but will circulate around the room depending on those needs.

Special Need’s Assistant

Works in an inclusive classroom with one or more students with disabilities or in a special needs school.

Aboriginal & Indigenous Education Officer

Works mainly with students of Aboriginal and Indigenous descent

 

Do Teacher Aides Need Qualifications?

You don’t need a formal qualification to gain employment as a teacher aide in Queensland state schools. Once employed you may be eligible to be paid at a higher level if you possess a relevant qualification. However, those who work in an educational setting with children are required to hold a Blue Card and to undergo a Working with Children Check.

Who Do Teacher Aides Report To?

Depending on the size and structure of the organisation, your line manager could be a Principle, Deputy Principal, one or more teacher or the Business Services Manager.

What Are the Employment Conditions?

The conditions of a teacher aide’s employment are derived from the current, relevant certified agreement that is typically determined by each Australian state’s Department of Education. You can view Queensland’s Teacher Aides’ Certified Agreement 2018 here.

Why is Professional Development For Teacher Aides Important? 

Students’ learning is constantly in flux and as things like technologies, circumstances and societies change, so do students’ educational needs. New curriculums also open up gaps in a teacher aide’s capabilities to meet new needs. Targeted professional development for teacher aides bridges these gaps and is an important component of an educator’s learning journey.  It builds skills, qualities and knowledge, and leads to improved teaching and better student outcomes.

Characteristics of Effective Professional Development

Research shows that professional development with the following characteristics can have the biggest (and most positive) impacts on student outcomes:

  • Professional development acquires relevance when it is grounded in practice and aligned with specific goals. It should be challenging, explicit and realistic, and matched to individual, school-wide or system goals. When it’s clearly understood, it initiates and sustains changes to practice. It also encourages action and enquiry related to real challenges that are relevant to different cultural, geographical and socio-economic contexts.
  • The benefits of professional development are magnified if it connects teacher aides with external experts and to their colleagues within and across schools. For it to be most effective, it should actively involve everyone in its design, participation and evaluation. It should also facilitate support through observation and feedback through mentoring and coaching.
  • Practice-based. When professional development for teacher aides focuses on student learning and teaching practice, it can lead to sustained, positive and significant impacts on student outcomes.
  • Future-focused. If it is focused on the future, it builds a teacher aide’s capacity to adapt to the changes that arise in our rapidly changing world. From innovative techniques, emerging technologies and new learning models, exposure to new developments in pedagogy can help teacher aides deal with the challenges that changes pose. It also encourages adaptability and innovation and helps them to understand what new pedagogies mean, and how to apply and use them.
  • Effective professional development challenges a teacher aide’s existing understanding of learning and teaching. It involves negotiating the meaning of new and challenging learning, and then supports its integration into practice.
  • Professional development needs to have focused and sustained implementation. This enables teacher aides to model and nurture learning and access resources to support and evaluate its impact.

Professional development for teacher aides can also enhance and expand your career further, including allowing you to:

Work with different age groups

All educators play an important role in children’s development, including early childhood educators who help set the foundations for a lifetime of learning using play-based techniques.

Work with special needs children

This includes providing educational support to children with specific numeracy, reading, writing and oral language skills, those with special needs or learning difficulties or those with Autism Spectrum Disorder (ASD).

Work with children of different backgrounds

Australia is a multicultural nation, and professional development can assist teacher aides with supporting, contributing and coordinating educational opportunities for children from different backgrounds, including indigenous students.

Expand your skill set

This includes assisting with school administration tasks like organising and managing a school administration department, understanding school policy and procedures, and collecting and recording information to meet organisational and legislative obligations.

Enhance your learning

Professional development can also enhance a teacher aide’s scope of knowledge, including how to design and develop learning programs, nurture children’s creativity, and help children self-regulate their behaviour in a safe and supportive environment.

 

For many years, professional development for teacher aides was carried out face-to-face in the workplace through activities provided or required by employers. This often formed part of the activities of a range of associations and/or professional bodies and in some cases through further, individual study or qualifications. These days, and with the scope and continual advancement of technology, further study can be undertaken from almost anywhere! Including online with our wide range of Education and Teaching courses!

Viticulture Courses For a Fine Career Choice!

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The wine industry is a significant contributor to the Australian economy through production, employment, tourism and export. In Australia, there is a $3.5 billion domestic market for Australian wines, with Australians consuming over 500 million litres annually!

Our Certicate of Viticulture – Vineyard and Grape Production is ideal for wine growers, vineyard managers and workers, hobby farmer growers, amateur wine makers or anyone working or aspiring to work in the industry.

This online professional development course explores the nature and scope of the viticulture industry, grape varieties, grapevine culture, vineyard establishment, selling, harvesting and winemaking. In viticulture courses like this, you will learn how to choose an appropriate site for a vineyard, including considering soil quality and the appropriate grape varieties for different situations. You will also learn the basic principles of winemaking, including the harvesting and post-harvesting treatment of grapes, and how to successfully market vineyard products.   

Learning Outcomes

Outcomes achieved by undertaking viticulture courses include: 

  • Learning about viticulture both locally and worldwide
  • Exploring the major winegrowing areas around the world
  • Gaining an understanding of the grape — genera and species
  • Studying rootstocks and the classification of grape varieties
  • Gaining insights into table, wine, juice and canned grapes
  • Examining dried fruit
  • Understanding the suitable climate and soil conditions for vineyard site establishment
  • Learning about temperature calculations, latitude-temperature index and degree days
  • Exploring sunlight, rainfall and plant nutrition
  • Studying soil — types, texture, testing, structure, characteristics, pH, water content and nutrient levels
  • Gaining insights into soil problems — erosion, salinity, structural decline, soil acidification and chemical residues
  • Examining how to select and purchase grape varieties for different situations
  • Understanding yield, varietal characteristics and how to match them with the site
  • Learning about wine grapes — Chenin Blanc, Chardonnay, Semillion, Muscat Ottonel, Muscadelle, Gewurztraminer, Cabernet sauvignon and Carignan
  • Exploring Vitis rotundifolia
  • Studying wine, raisin and juice grapes
  • Gaining insights into phylloxera
  • Examining how to plan, lay out, prepare, plant and establish a vineyard
  • Understanding vine spacing
  • Learning about shelter belts
  • Exploring crop infrastructure and equipment
  • Gaining an understanding of grapevine culture, techniques and pruning
  • Studying how to prune and train vines including shoot spacing and bud numbers
  • Gaining insights into trellising including its construction
  • Understanding the Guyot, Kniffen, pergola training and Geneva double curtain systems
  • Learning about grapevine weeds, pests and diseases

 

And more!

Australia’s Popular Grape Varieties

Australia has over 160 grape varieties spread over 140,000 hectares across six states. Wine making is concentrated largely in the southern part of the content where the local climate, soil types and availability of irrigation (among other things) is suited to viticulture. As you’ll discover in viticulture courses like ours, the most-widely planted and popular drinking varieties are:

  • Shiraz
  • Cabernet Sauvignon
  • Chardonnay
  • Merlot
  • Sauvignon Blanc
  • Pinot Noir
  • Semillon
  • Pinot Gris
  • Riesling
  • Muscat of Alexandria

 

According to the Vintage Report 2020 released by Wine Australia, the largest “crush” of wine produced was Shiraz (over 376,000 tonnes which accounts for 25 per cent of the total crush), and the second largest was Chardonnay (over 285,000 tonnes).

While the varieties above are the backbone of the Australian wine industry, growers have also discovered less well-know varieties from Italy, Spain and Portugal, which suit Australia’s dry, hot conditions. Other varieties are increasing in demand in the industry, including being used for the blending process. These include:

  • Arneis
  • Barbera
  • Durif
  • Fiano
  • Gamay Noir
  • Grüner Veltliner
  • Lagrein
  • Nebbiolo
  • Sangiovese
  • Saperavi
  • Tannat
  • Tempranillo
  • Vermentino

History of Australian Wine

As you’ll learn in viticulture courses like our Certificate of Viticulture – Vineyard and Grape Production, Australia has no native grapes, but regardless, the art of winemaking has a long and fascinating history.

Early 1800s

Some of the first vine cuttings were bought to New South Wales from the Cape of Good Hope by Governor Phillip on the First Fleet in around 1788. Early attempts at making wine from these first vines failed, however settlers persevered and Australian wine was made available for sale domestically by the 1820s.

In 1822, explorer Gregory Blaxland became the first person to export Australian wine, and was the first winemaker to win an overseas award. The red wine he sent to London was awarded a silver medal by the Society for the Encouragement of Arts, Manufacturers and Commerce.

In 1830, vineyards were established in the Hunter Valley, and in 1833, viticulturist James Busby (widely known as the “Father of Australian Wine”), returned from Spain and France with a selection of grape varieties. These included classic French grapes and others suitable for fortified wine production.

1840s

Wine from the Adelaide Hills was sent to Queen Victoria in 1844, but there is no evidence that she placed an order as a result! The quality and production of Australian wine was improved by the arrival of free settlers from various parts of Europe. They used their knowledge and skills to establish some of Australia’s premier wine regions. This included winemakers from Switzerland who helped establish Victoria’s wine region in Geelong in around 1842, and those from Prussia who established South Australia’s Barossa Valley in the mid-1850s.

1870s

Early Australian winemakers faced many challenges, particularly because they were unfamiliar with the Australian climate. But because it is dry, warm and similar to Mediterranean weather, it is ideal for wine production and they eventually achieved considerable success.

At the 1873 Vienna World’s Fair, French judges blind tasted wines produced in Victoria. But they withdrew in protest when the wine was revealed on the grounds that wines of that quality must clearly be French! However, Australian wines continued to win high honours in competitions, including a Victorian Shiraz that was submitted in the 1878 Paris Exhibition that was likened to a Château Margaux and “its taste completed its trinity of perfection.”

1880s

At the 1882 Bordeaux International Exhibition, one Australian wine won a gold medal “first class”, and another a gold medal “against the world” at the 1889 Paris International Exhibition.

Modern times

Australia has rapidly become a world leader in both the quality and quantity of wines it produces. For example, Australian wine exports to the US rose from over 578,000 cases in 1990 to over 20,000,000 cases in 2004.  In 2000, it exported more wine to the UK than France for the first time in history.

However, the industry has also suffered from its own productivity. In the late 1980s, governments sponsored growers to pull out their vines to overcome a glut of winegrapes. Low grape prices in 2005 and 2006 led to further calls for another sponsored vine pull. Cleanskin wines were introduced into Australia during the 1960s as a means to combat oversupply and poor sales.

In recent years, organic and biodynamic wines have been increasing in popularity. In 2004, Australia hosted the First International Biodynamic Wine Forum in Victoria. This brought together biodynamic wine producers from around the globe. And despite the overproduction of grapes, many growers have enjoyed continuing demand thanks to the premium prices winemakers can charge for these products, particularly in the European market.

Australia’s Most Famous Wine

If you are familiar with wine, no doubt you will know that Australia’s most famous is Penfolds Grange. The great 1955 vintage was submitted to competitions from 1962, and over the years has won more than 50 gold medals.

The 1971 vintage won first prize in the Syrah/Shiraz category at the Wine Olympics in Paris. The 1990 vintage was named “Red Wine of the Year” by Wine Spectator magazine in 1995. It later rated the 1998 vintage ninety-nine points out of a possible one hundred. Influential wine critic, Robert Parker, who is known for his love of Bordeaux wines, has commented that Penfolds Grange “has replaced Bordeaux’s Pétrus as the world’s most exotic and concentrated wine”.

 

Gain the confidence to pursue a career in the viticulture industry or start your very own winery business with viticulture courses such as our Certificate of Viticulture – Vineyard and Grape Production

Behaviour Management Courses for Education Professionals

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This course is ideal for anyone who works in education or other settings, including teachers, teacher’s aids or classroom support officers. The Certificate of Behaviour Management is a professional development course that will give you proven behaviour management strategies to guide the responsible behaviour of children and young people within an educational context.

In this online behaviour management course, you will discover a range of strategies to help children self-regulate their behaviour in a safe and supportive environment. You will learn about learning styles, different developmental stages, learning difficulties and developmental changes, and understand how to apply flexible and positive support techniques to meet the educational needs. You will also discover the tools and techniques required to support both individual and group plans for developing cooperative behaviour.

Learning Outcomes

Outcomes achieved by undertaking behaviour management courses include:

  • Learning how to support the behaviour of children and young people
  • Exploring safe and support environments
  • Studying the six principles of NQS
  • Gaining insights into learning styles and participation
  • Examining inclusive gender and language
  • Understanding cultural diversity and adapting to differences
  • Learning about developmental challenges and mental health issues
  • Exploring environmental factors and flexibility
  • Studying positive support techniques
  • Gaining insights into behaviour expectations
  • Understanding positive enforcement and self-control
  • Learning about the CRC approach
  • Exploring ADD/ADHD guidelines
  • Studying communication techniques
  • Gaining insights into redirecting behaviour
  • Examining how to defuse situations
  • Understanding data collection and how to record observations
  • Learning about ABC charts and scatter plots
  • Exploring anecdotal notes and problem behaviour questionnaires
  • Studying additional support needs
  • Gaining insights into behaviour management
  • Understanding goals and objectives
  • Learning how to identify areas of concern
  • Exploring personalised support plans
  • Studying the implementation process
  • Gaining insights into monitoring new strategies
  • Understanding how to adapt support levels
  • Learning about body language and behavioural cues
  • Exploring the signs of distress
  • Studying how to establish and implement plans for developing cooperative behaviour
  • Gaining insights into initiating strategies and managing behaviour

And more!

The Six Principles of the NQF

In terms of working in education or any settings with children or young people, when you study behaviour management courses you will become familiar with the Australian National Quality Framework (NQF). The objectives of the NQF are to:

  • Ensure the safety, health and wellbeing of children attending education and care services.
  • Improve the educational and developmental outcomes for children attending education and care services.
  • Promote continuous improvement in the provision of quality education and care services.
  • Establish a system of national integration and shared responsibility between participating jurisdictions and the Commonwealth in the administration of the NQF.
  • Improve public knowledge and access to information about the quality of education and care services.
  • Reduce the regulatory and administrative burden for education and care services by enabling information to be shared between participating jurisdictions and the Commonwealth.

 

The six guiding principles of the NQF are:

#1 – The Rights and Best Interests of the Child are Paramount

The NQF aligns with the United Nations Convention of the Rights of the Child. This treaty ensures that children have the right to be free from abuse, violence and neglect, have the opportunity to thrive, be heard, take action and be accountable, and to be engaged in civics and citizenship. A rights-based approach to delivering care and education means understanding these rights and implementing practice which reflects them.

#2 – Children are Successful, Competent and Capable Learners

The NQF views children as capable learners who “actively construct their own understandings and contribute to others’ learning”. It recognises children’s capacity to initiate and lead learning and their rights to participate in decisions that affect them, including their learning.

Viewing children as decision makers and active participants opens up possibilities for educators to move beyond pre-conceived expectations about what children can achieve. This requires educators to respect and work with each child’s unique qualities and abilities.

#3 – Equity, Inclusion and Diversity Underpin the Framework

The NQF recognises all children’s right and capacity to succeed regardless of abilities, diverse circumstances and cultural background. Inclusion is an approach where diversity is celebrated. It requires educators to hold high expectations for the learning and development of all children, and recognises that every child treads an individual learning path and will progress in different and equally meaningful ways.

In recognising each child’s experience of learning and development, educators can implement equitable, responsive and individualised opportunities, and implement additional support if barriers to success are identified.

#4 – Australia’s Aboriginal and Torres Strait Island Cultures are Valued

The NQF is underpinned by a commitment to “Closing the Gap” and acknowledges Australia is a nation of great diversity, and an ancient land that has been cared for by Indigenous Australians for many thousands of years. Education and care services have a shared responsibility to contribute to building a sustainable environment and better society and to support children, families, colleagues and the local community to understand, respect and value diversity.

Through all aspects of their practice, educators should challenge bias and stereotyping. They should find sensitive and respectful ways to negotiate tensions that may arise, for example, because of differing beliefs, values and expectations within a local context, and within the broader contexts of Australian society. Educators should take every opportunity to extend children’s understanding of their local context and of their wider world.

#5 – The Role of Parents and Families is Respected and Supported

The NQF acknowledges a view of children in the context of their family and community, and that families are children’s first and most influential teachers. It is envisaged that education and care services will actively seek out partnerships and develop secure respectful relationships to ensure families are informed, consulted and supported in regards to their child’s learning and development.

#6 – Best Practice is Expected in the Provision of Education and Care Services

Inherent within the NQF is a commitment to striving for “best practice” and continuous improvement. While the NQF does not prescribe what best practice looks like, it encourages education and care services to draw on a range of the current theory and understandings about early and middle childhood. This can provide educators with an understanding of the best and most suitable practice in the unique and changing context of their services.

 

What is ABC Data?

Behaviour management courses like our Certificate of Behaviour Management that focus on children or young people, often touch on data, in particular ABC data. But what is it exactly?

ABC data stands for Antecedent (A), Behaviour (B) and Consequence (C) data, and is often referred to as the ABCs of behaviour. This data can help behaviour analysts and those in education settings identify patterns of behaviour.

Triggers or antecedents to behaviours of concern may include common situations such as having preferred items or activities restricted. Examples include when a student is undertaking independent work, when they are asked to put away their iPad or they are required to complete a difficult or less-preferred academic task or school routine.

Knowing the elements (antecedents) that trigger a student’s reaction (behaviour) and how peers and educators respond to the behaviour (consequences) can provide useful information as to why the behaviours continue.

When combined, this information can ultimately guide educators in developing effective interventions. Assisting teams with changing the environment, adapting the ways in which they respond to behaviours of concern, and improving young peoples’ fine motor skills can all prevent or reduce the future likelihood of these behaviours.

How is ABC data collected?

ABC data is collected by one or more staff members who frequently work or interact with a student. It can be collected over two or three days or several weeks, depending on how often the student attends school and how often behaviours of concern are observed.

Data may be collected throughout the day or for specified periods of time in which the behaviours are more likely to occur. The goal is to gather enough information to develop a firm hypothesis regarding the student’s behaviours that will assist with the development of effective strategies or interventions.

 

Gain confidence in your ability to use proven techniques and strategies to manage the behaviour of children and young people in a positive and supportive way with behaviour management courses, such as our Certificate of Behaviour Management.

Child Counselling Course Crucial Professional Development

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Whether you’re a youth worker, carer, parent or health professional, a child counselling course will improve your counselling skills. Today, children are increasingly experiencing mental health challenges and difficulties in their lives, making counselling skills crucial for anyone working with children or teens.

The Certificate of Counselling – Children is an online program that will improve your skillset to offer counsel to children, considering the legal and ethical issues and a young client’s emotional and cognitive development.

In this professional development course, you will learn about common mental health disorders, including anxiety, depression, eating disorders and conduct disorders. You will also explore counselling approaches, including medication, virtual reality and art, Lego and play therapy.

A child counselling course is an ideal way to understand childhood mental health and broaden your knowledge of counselling for children.

 

Learning Outcomes

Outcomes achieved by undertaking a child counselling course include: 

  • Understand the types & causes of childhood problems
  • Assessment of childhood problems (including ethical/legal considerations)

Counselling for:

  • Internalising problems & disorders I: anxiety
  • Internalising problems & disorders II: depression
  • Externalising problems & disorders III: Eating disorders
  • Externalising problems & disorders IV: Conduct disorders
  • Other problems & disorders
  • Other counselling approaches
  • Problems based learning 

 

And more!

Child Mental Health in Australia: A Snapshot 

Beyond Blue reports that around 1 in 7 Australian children experience mental health issues. And half of all serious mental health illnesses in adulthood begin in childhood (before the age of 14).

Mental Health Disorders in Children 

Children are affected by the same mental health disorders as adults. However, the signs and treatments vary. 

Anxiety 

Anxiety is diagnosed when anxious feelings start to affect daily life for children. It is a common condition affecting one in 14 children who have an anxiety disorder. There are many reasons why children may develop anxiety, including family history, stressful life events, coping styles and changes to neurotransmitters (chemicals in the brain). 

Anxiety can impact both physical and mental health. 

Signs to look out for: 

  • Unrealistic fears or worries
  • Irritability or bad moods
  • Racing mind or going blank 
  • Unwanted or intrusive thoughts 
  • Withdrawal and avoidance behaviours 
  • Upset if there is a mistake or change of routine 
  • Dizziness or headaches 
  • Nightmares, sweating, numbness or hot/cold flashes 
  • Dry mouth 

 

OCD

Obsessive-compulsive disorder (OCD) is a type of anxiety disorder when a person is experiencing unwanted, repetitive thoughts (obsessions) that lead to compulsive behaviours (compulsions). These compulsions are carried out to try and alleviate the anxiety of the obsessions. 

OCD is thought to be childhood-onset if obsessions and compulsions occur before puberty. Boys are more commonly affected by childhood-onset OCD and are at greater risk of tic-related disorders. 

Signs to look out for: 

  • Constant and hand washing, showering or bathing
  • Fear of dirt or germs 
  • Repeated tapping or counting 
  • Routines to stop bad things from happening 
  • Hoarding 
  • Rituals that they are compelled to follow 
  • Checking and double-checking 
  • Organising things in a certain way – symmetry 
  • Intrusive thoughts 

 

Depression

Depression is more than just feeling sad. It affects the way kids think, how they see themselves and how they think about the future. Depression can stop kids from enjoying life and taking part in activities important for their social and emotional wellbeing. 

 

Signs to look out for:

  • Feeling sad and unhappy
  • Feeling helpless
  • Worrying a lot
  • Seeming to have less fun
  • fidgeting, not being able to sit still
  • being easily distracted or having trouble concentrating
  • daydreaming
  • getting into fights
  • blaming others for problems
  • teasing others
  • not understanding others’ feelings

 

ADHD (Attention-deficit/hyperactivity disorder)

ADHD is a complex neurodevelopmental disorder that affects a person’s ability to demonstrate age-appropriate self-control. This condition, often diagnosed in childhood, affects approximately one in 20 Australians. It is frequently misunderstood and under-diagnosed. Untreated, this mental health condition can lead to a lifetime impairment. 

Signs to look out for: 

ADHD can present in three ways: predominantly inattentive, predominantly hyperactive-impulsive and combined symptoms.

Inattentive: 

  • Struggling to focus and concentrate on boring or tedious tasks
  • Mind-wandering
  • Easily distracted 
  • Miss instructions or relevant information 
  • Failure to finish tasks
  • Reluctance to finish tasks 

Hyperactive -impulsive 

  • Fidget, tap, restlessness 
  • Talk excessively 
  • Respond quickly to situations without anticipating consequences 
  • Impatience 
  • Find boredom intolerable 
  • Constantly seek stimulation 
  • Risk-taking and dangerous behaviour 
  • Choosing instant gratification 

Eating Disorders 

Eating disorders have the highest mortality rate of all psychiatric illnesses. Types of eating disorders include anorexia nervosa, atypical anorexia nervosa, bulimia nervosa and avoidant restrictive food intake disorder (ARFID). 

Anorexia Nervosa (AN) – obsessive drive to lose weight through food restriction and/or excessive exercise despite being at a low body weight due to distorted body image.

Atypical anorexia nervosa – a young person with atypical anorexia nervosa will be at normal body weight or overweight but has lost a significant amount of weight and displays all other symptoms of AN.

Bulimia nervosa (BN) – Recurrent episodes of binge eating associated with a loss of control around eating and including vomiting, laxative misuse or over-exercising. 

ARFID – Avoidance of eating foods, leading to failure to gain weight, nutritional deficiencies or significant impairment in participating in social life when food is involved. 

Signs to look out for: 

  • Significant weight loss or rapid weight changes 
  • Loss or disturbance of the menstrual cycle 
  • Sensitivity to cold
  • Lethargy, tiredness 
  • Dizziness, fainting 
  • Inability to concentrate 
  • Reducing fat, calories, skipping meals, fasting, avoiding food groups
  • Excessive or compulsive exercise
  • Intense fear of gaining weight 
  • Distorted body image 
  • Distress/anger at mealtimes 

 

When Children Refuse Counselling 

According to Very Well Mind, it is a well-known reality that some children will be resistant to therapy. A depressed child may not be willing to attend treatment for many reasons. They may feel anxious about sharing their thoughts and feelings with a stranger, or they might resent that they need help. Those who are forced to seek treatment, which is usually the situation with child clients, will often resist. So, what can be done? 

When a child refuses therapy, it can be beneficial to involve their parents. Parent counselling and education are ideal ways to get the treatment started while not forcing the child’s therapy. It may also be that the therapist is not a good fit for the child. In this case, it’s helpful to provide alternative counsellors who may be able to connect with the child. 

Timing is also important. It’s not ideal to have a counselling session in the late afternoon (after a busy or stressful school day) or late at night. Find a time when the child will be at their best. 

 

Gain insights into children’s mental health challenges and how to use techniques to counsel children with a child counselling course, such as our Certificate of Counselling – Children. 

Make Our World a Better Place With a Climate Science Course

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Our climate is changing … and not in a good way. Changes over the 20th century include rising global sea levels, changes in regional weather patterns, and increases in global air and ocean temperatures. Some of these changes are caused by additional heat in the climate system due to the addition of greenhouse gases in the atmosphere. And more importantly, they control the conditions that are vital for all forms of life on earth.

Climate science is the study of atmospheric conditions, and along with the earth’s energy dynamics, play a major role in what influences the everyday conditions of our environment. This course is ideal for those interested in climate and seeking to enhance their professional development including horticulturists, farmers, engineers and environment, land and natural resource managers.

Our Certificate of Climate Science is an online professional development program that will give you a solid understanding of how factors like temperature, wind, water vapour and air pressure can affect climatic conditions.

In this climate science course, you will explore the nature and scope of climatology, factors that influence climate, the foundations of weather science, and climate patterns and classification models including those of Koppen, Thornwaite and Bergeron. You will also study atmospheric dynamics, circulation patterns, factors that cause or influence climate change and the applications of climate change. You will then prepare your own problem-based learning project, which can enhance your career even further!

Learning Outcomes

Outcomes achieved by undertaking a climate science course include:

  • Learning about the nature and scope of climatology and meteorology
  • Understanding how climate and weather affect us
  • Exploring what makes up our weather and we measure it
  • Studying weather science foundations
  • Gaining insights into solar radiation
  • Examining temperature, precipitation and deposition
  • Understanding humidity
  • Learning about clouds
  • Exploring circulation patterns including pressure systems and atmospheric pressure
  • Studying pressure and temperature
  • Gaining insights into air masses and latitudinal circulation
  • Understanding winds, trade winds and the Beaufort Scale of Wind Speed
  • Learning about frontal systems and oceanic and longitudinal circulation
  • Exploring southern oscillation and ocean gyres
  • Studying climate classifications and patterns
  • Examining arid/desert, subtropical, tropical, temperature, coastal and Mediterranean patterns
  • Understanding the factors that influence climate
  • Learning about latitude, wind direction, altitude, aspect and topography
  • Exploring the Koppen Climate Classification and the Thornwaite Climatic Classification System
  • Studying the Bergeron Climatic Classification System
  • Gaining insights into the Spatial Synoptic Classification (SSC)
  • Examining the Holdridge Life Zone System
  • Understanding atmospheric dynamics and atmosphere composition
  • Learning about seasonal variations and the vertical structure of the atmosphere
  • Exploring precipitation, cloud dynamics, storms and thunderstorms
  • Studying tornadoes, cyclones, typhoons and hurricanes
  • Gaining insights into the METAR codes for precipitation processes
  • Understanding aerosols and climate processes
  • Learning about the factors that cause or influence climate change
  • Exploring the sun, earth’s orbit and its axis
  • Studying oceanic circulation and oceanic carbon dioxide
  • Gaining insights into magnetic fields, plate tectonics and volcanic activities

And more!

Major Climate Classification Systems

A major component of studying a climate science course is learning about how different climates are actually classified. These classification systems are four of the most widely used in the world.

#1 – Koppen Climate Classification System

This system was developed by German-Russian climatologist Wladimir Koppen in 1884. It divides climates into five main groups, with each being divided based on temperature patterns and seasonal precipitation. The five groups are tropical, dry, temperate, continental and polar. Because of his experience as a botanist, his climate groups are also based on the types of vegetation that grows in a climate classification region. Therefore, this system is useful in predicting future changes in plant life within a particular region.

#2 – Thornwaite Climatic Classification System

Developed in 1948, this system divides climate into groups according to the vegetation characteristics found within them. It is based on the sum of monthly precipitation and evaporation (P/E) and is defined into five different humidity “provinces” associated with vegetation. A P/E index of less than 16 (arid) indicates desert, 16 to 31 (semi-arid) indicates steppe, 32 to 63 (subhumid) indicates grassland, 64 to 127 (humid) indicates forest, and 127 (wet) indicates rainforest.

#3 – Bergeron Climatic Classification System

This is the most widely accepted form of air mass classification, and it involves three letters. The first describes its moisture properties, with “m” used for maritime air masses (moist) and “c” used for continental air masses (dry). The second letter describes the thermal characteristic of its source region — “T” for tropical, “P” for polar, “A” for Arctic or Antarctic, “M” for monsoon, “E” for equatorial and “S” for superior air (which is dry air that is formed by a significant downward motion in the atmosphere). The third letter defines the stability of the atmosphere. If the air mass is warmer than the ground below it, it’s labelled “w”. If it is colder, it is labelled “k”.

#4 – Spatial Synpotic Classification (SSC)

This system is based upon the Bergeron classification scheme. There are six categories within this scheme — Moist Tropical (similar to the maritime monsoon, maritime tropical or maritime equatorial), Moist Moderate (a hybrid between maritime tropical and maritime polar), Moist Polar (similar to maritime polar), Dry Tropical (similar to continental tropical), Dry Moderate (similar to maritime superior) and Dry Polar (similar to continental polar).

 

Current Initiatives in Australian Climate Science

Climate change exacerbates risks inherent in our country’s climate, which can pose serious consequences to the environment, communities and the economy. Understanding what encapsulates future climate risk is now essential for decision-makers in both government and business alike. As you’ll learn in our climate science course, high-quality climate information allows us to better prepare for and perhaps avoid some climate change impacts, and investments in Australia’s climate science capabilities is the key to achieving the best possible outcomes.

A report released by the National Climate Science Advisory Committee in 2019 which was based on the National Science Statement of March 2017, outlines an extensive body of publicly-funded climate research that’s already underway in Australia, including these initiatives:

National Environmental Science Program (NESP)

This is a long-term commitment by the Government to the environment and climate research. The role of the NESP and the Earth Systems and Climate Change (ESCC) Hub is to ensure Australia’s policy and management decisions are effectively informed by Earth systems and climate science, now and into the future. A collaboration between the CSIRO, the Bureau of Meteorology (BOM) and several Australian universities, it has world-leading capability in multi-disciplinary Earth system modelling and science and provides information to underpin effective and efficient adaptation responses.

Bureau of Meteorology (BOM)

The BOM continually carries out research on climate variability, climate change and seasonal prediction. Paramount to the success of climate change initiatives is ensuring the scientific community has access to high-quality observational data and global and regional climate modelling capabilities.

The Bureau continues to fund the curation of vital data sets such as the Australian Combined Observational Reference Network for Surface Air Temperature (ACORN-SAT) and the National Tidal Centre sea level data, to better characterise changes in climate over the past century. It is producing the first high-resolution atmospheric regional reanalysis for Australia (BARRA), using Australia’s national weather and climate model (ACCESS). BARRA will produce detailed information on past weather, derived from historical regional observations, and provide researchers with a consistent method of representing the atmosphere over multiple decades.

Commonwealth Scientific and Industrial Research Organisation (CSIRO)

The CSIRO has been investing in ocean, atmospheric and climate science for over three decades, and have co-led the BOM on a range of climate change research programs over that period. To better understand and assess climate variability and change in the past, present they established a Climate Science Centre in 2016.  A new multi-year initiative has developed reliable decadal climate forecasts to enable decision-makers in water, energy, agriculture, insurance, health, financial and other sectors to manage the risks and impacts arising from variations in climate.

Australian Antarctic Science Program

Another critical component of Australia’s climate science research effort is the extensive work of the Australian Antarctic Science Program. Delivered through the Australian Antarctic Division of the Department of the Environment and Energy, it places major research focus on Antarctica and Southern Ocean climate, ecosystems and fisheries. This includes a new research station on Macquarie Island, and a research and resupply icebreaker to access the interior of the Australian Antarctic Territory to drill an ice core in excess of a million years old.

Australian Research Council (ARC)

New investments through the ARC have enhanced capability including:

  • The Centre of Excellence for Climate Extremes (CLEX) to support research projects that will transform our understanding of past and present climate extremes and enhance our ability to predict them.
  • The Special Research Initiative in Excellence in Antarctic Science will provide Antarctic researchers in Australian universities the opportunity to seek funding to support their work, including in climate science.

International Ocean Discovery Program (IODP)

The IODP provides scientific drilling infrastructure to obtain seafloor samples including cores recording past climate. It provides critical paleoclimate records including in the Antarctic Ocean, the eastern Indian Ocean and the Great Barrier Reef.

Reef Restoration and Adaptation Program (RRAP)

This collaboration of Australia’s leading marine science and other experts has created a suite of innovative measures to help preserve and restore the Great Barrier Reef. It is the largest, most comprehensive program of its type in the world. The resulting technology could be used worldwide to help improve the resilience of coral reefs to climate change impacts.

 

Gain a basic understanding of how the sun’s radiation, the earth’s movement and atmospheric conditions control the conditions that are vital for all life on earth with a climate science course such as our Certificate of Climate Science.

Expand Your Scientific Knowledge With Online Biology Courses

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Cells are the basic unit of life and all living things are made up of cells – plants, animals and of course humans! Understanding cell biology is critical for anyone keen to work with living things — from home gardeners to health professionals. The course also offers a solid foundation to enhance your knowledge base for a career in biology, biochemistry, animal studies or health sciences.

The Certificate of Cell Biology is a professional development course that will introduce you to both plant and animal cells, their structure, and how they function. Online biology courses that focus on cells will give you insights into DNA, genes and chromosomes, and the composition, membranes and protein structure of cells.

You will also learn about how cells communicate, cell division, the intracellular compartments of cells and the cell cycle and tissue formation.

Learning Outcomes

Outcomes achieved by undertaking online biology courses include:

  • Learning about plant and animal cells, their structure
  • Gaining an understanding of the history of cell biology
  • Exploring prokaryotic and eukaryotic cells
  • Studying cell structure, size and shape
  • Gaining insights into the nucleus and the nucleolus
  • Understanding euchromatin and heterochromatin
  • Learning about cell composition and chemistry
  • Exploring lipids, carbohydrates, proteins, enzymes and nucleic acids
  • Studying cell membranes and golgi apparatus
  • Gaining insights into DNA, chromosomes, genes and genetics
  • Examining DNA replication
  • Understanding telomeres and telomerase
  • Learning about Greg Mendel’s genetic experiments
  • Exploring gene mutations and phenotype and genotype
  • Studying hereditary modifications in plants
  • Gaining insights into meiosis and mitosis in cell division
  • Understanding cell membranes including plasma membranes
  • Learning about the structure of cell membranes
  • Exploring the movement of molecules through cell membranes
  • Studying Endocytosis osmosis and filtration
  • Gaining insights into hydrostatic pressure
  • Examining electrochemical gradient
  • Understanding nutrient and waste exchange in animal cells
  • Learning about mediated and non-mediated transport
  • Exploring ionophores
  • Studying protein structure and function
  • Gaining insights into primary, secondary and tertiary structures
  • Examining globular proteins
  • Understanding protein organisation
  • Learning about protein synthesis
  • Exploring the function of ribonucleic acid in protein synthesis
  • Studying transcription and translation
  • Gaining insights into initiation, elongation and termination
  • Examining food, energy, catalysis and biosynthesis
  • Understanding energy, catabolic and anabolic metabolism
  • Learning about animal and plant tissues
  • Exploring tissue renewal

 

And more!

15 Fascinating Facts About Cells

The word “cell” is derived from the Latin word “cella” which means “small room”. Each cell is a self-contained and partially self-sufficient compartment designed to carry out a limited series of functions. And as you’ll learn in online biology courses such as our Certificate of Cell Biology, while the structure and function of cells is extremely variable, their basic structure is similar. Here are some fascinating facts about cells.

  • Cells are the smallest biological unit of life found in all organisms.
  • It is estimated that cells first appeared on Earth around 3.5 billion years ago.
  • All cells are bound by an outer membrane and contain DNA and cytoplasm.
  • Organisms can have one of two classifications — unicellular or multicellular.
  • A unicellular organism only has one cell, and an example is bacteria.
  • A multicellular organism has more than one cell, and an example is a human!
  • There are two different types of cells — eukaryotic or prokaryotic.
  • Eukaryotic cells have a nucleus and can be unicellular or multicellular organism.
  • Prokaryotic cells do not have a nucleus and are unicellular organisms.
  • “Cell division” is the process where one cell divides itself into two or more cells.
  • It is estimated that the average human body has around 40 trillion cells.
  • The human brain alone contains around 80 billion cells.
  • The human body has around 200 different types of cells, including blood, bone, fat, stem and skin cells.
  • Blood cells in the human body include platelets and red and white blood cells.
  • Bone cells in the human body include osteoclasts, osteoblasts, osteocytes and osteoprogenitor cells.

How Long Do Cells Survive?

Cells die just like all living things, and an adult male loses around 96 million cells per minute! Fortunately, in that same minute around the same amount have divided, replacing those that have died. Just as you shed dead skin cells, the dead cells from your internal organs pass through and out of your body with waste products. However, the length of a cell’s life can vary. For example, white blood cells live for around 13 days, the top layer of your skin’s cells about 30 days, red blood cells for around 120 days and your liver cells about 18 months.

History of Cell Biology

When you study online biology courses, in particular those focusing on cells, you will gain insights into the history of cell biology. Cell theory states that all organisms are composed of cells, which are similar units of “organisation”.

The first bacteria and protozoans were observed by Antonie van Leeuwenhoek between 1632 and 1723 and the first division of cells by Hugo von Mohl in 1835. However, the concept of cell theory was formally articulated in 1839 by Matthias Jakob Schleiden and Theodor Schwann, and it has remained the foundation of modern biology. The idea predates other great theories of biology including Darwin’s Theory of Evolution in 1859, Mendel’s Laws of Inheritance in 1865, and the establishment of comparative biochemistry, including the work of Ernest Baldwin in the late 1930s.

The First Discovery of Cells

The invention of the microscope allowed scientists to gain further insights into what living forms were composed of. The word “cell” was first coined by English scientist Robert Hooke in 1665, in a book he called Micrographia. However, what he saw was actually the dead cell walls of plant cells in cork, and it gave no indication of the nucleus and other organelles found in most living cells.

The first person to witness a live cell under a microscope was Anton van Leeuwenhoek, who in 1674, described the algae, Spirogyra.

In 1838, Schwann and Schleiden were enjoying an over-coffee conversation on their studies on cells. Schwann was struck by the similarity of the plant cells with nuclei that Schleiden was studying to the cells he had observed in animal tissues. So both proceeded to Schwann’s lab to look at his slides! Schwann’s book on plant and animal cells (Mikroskopische) was published the following year, and his observations were that:

  • The cell is the unit of physiology, structure and organisation in living things.
  • The cell retains a dual existence as a distinct entity and a building block in the construction of organisms.
  • Cells form by free-cell formation (spontaneous generation), similar to the formation of crystals

We now know that although his first two observations were correct, the third was not. The correct interpretation of cell formation by division was formally enunciated by physician Rudolph Virchow in the late 19th century when he stated that “all cells only arise from pre-existing cells”.

Modern Cell Research

With the rapid growth of molecular biology in the mid 20th century, cell biology research reached dizzying heights in the 1950s. It now became possible to grow, maintain and manipulate cells outside of living organisms. In 1951, cell biologist George Otto Gey cultured the first continuous cell line, which was derived from cervical cancer cells taken from a patient named Henrietta Lacks. They were eventually referred to as HeLa cells, and they signified a breakthrough in the study of cell biology in terms of the structure of DNA.

In the following decade, the study of cells was aided by advances in electron microscopy and transfection methods (among others). Today, the function and structure of cells continue in a branch of biology called cytology, and cytology microscopes have allowed this field to progress, particularly in clinical settings.

 

Gain a solid introduction to cell biology to enhance your career and understand your body in a whole new light with online biology courses such as our Certificate of Cell Biology.

Control Time, Don’t Let It Control You!

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Time management strategies will help you be super productive! Do you find that your to-do list keeps growing? Your wheels are spinning, but the work keeps piling up? You’re not alone – a lot of people struggle with the hustle.

Sadly, you can’t buy more, and you can’t save it. Time is finite. But you can manage it better to achieve more. All you need is a bit of know-how, a touch of technology and a few practical strategies under your belt. The trick is to control time and not let it control you!

Successful Time Management is a professional development course that will develop your schedule management skills and goal setting techniques to help you deliver under pressure.

You’ll explore how to leverage your personality traits to boost productivity, beat fatigue, maintain focus and decline work-related tasks. You’ll also discover how to implement organisation techniques, meet targets, achieve goals, and track your progress.

Learning Outcomes

Outcomes achieved by undertaking a course in time management strategies include:

  • Manage priorities better
  • Learn how to complete goal alignment worksheets
  • How to clarify goals by asking questions
  • Manage work priorities better
  • Learn to use a priority matrix
  • What does it mean to be more productive?
  • Identify driving and inspirational personalities
  • How to deal with time stealers
  • Create effective to-do lists
  • How to keep your time organised
  • Assess the value and time of your tasks
  • Prioritise tasks
  • How to chunk your time
  • Build a schedule
  • Beat procrastination and temptation
  • Beat fatigue
  • Manage multitasking
  • Block out distractions
  • How to say “no.”
  • Adjust your time when necessary
  • How to regain focus
  • Time management strategies

 

And more!

 

What is Time Management?

Put simply, time management is about using time management strategies to get more done in your professional and personal life. It’s implementing techniques that help you be more productive. At the heart of it, good time management allows you to manage tasks based on their importance and urgency.  By prioritising your day, you can focus your time and energy where they matter most.

 

6 Secrets to Successful Time Management

Now, we’re not giving alway all the secrets. You’ll need to enrol in the Successful Time Management course to discover all the time management strategies! But, here are a few basic tips on managing your day better!

  1. The Morning Routine

Who doesn’t love a good sleep in? But could you be a little less indulgent? Weekends are for walking late, but could you make your weekdays a bit longer?

In The New York Times, Benjamin Spall wrote that his study of successful people revealed that most wake up with the sparrows. It seems the choices made in the first few hours of the day determine the success or failure of the rest of the day.

As a result of interviewing over 300 successful people, Mr Spall notes that the average wake-up time for successful people is 6.27 am. They also make time in the morning for what energises and motivates them, whether that’s a 5K run, meditation or a green smoothie!

On rising first thing in the morning, Marie Condo simply opens windows to let in the fresh air, lights incense, and tidies the house (of course)! Anna Wintour plays tennis before starting her workday, and our very own Turia Pitt practices gratitude by thinking of three things that make her grateful every morning on waking.

  1. Make Daily & Weekly To-Do List

A daily work plan helps us to prioritise tasks and make progress towards goals incrementally. They’re a great visual aide for those of us who take comfort in seeing items being ticked off! It’s also an excellent anxiety-killer because it gets the task out of your head and onto paper (screen or board).

The trick is to find the format that’s right for you. Electronic gadgets, notepad or whiteboard – it doesn’t matter, you’ll still get the same benefits! Just don’t make a list too long – perhaps three significant priorities for the day – and be specific.

Getting back to the importance of mornings – many a successful person swears by the ‘do the hardest task first rule.’ It’s a great way to gain momentum by starting the day with a win.

  1. Focus

If you still think multitasking is the new black – time to wake up (there’s that morning reference again)! It simply isn’t the most efficient use of time. Neuroscientist Earl Miller says that, for the most part, we simply can’t focus on more than one thing at a time.

“People can’t multitask very well, and when people say they can, they’re deluding themselves,” he says.

It’s science – don’t argue!

  1. Delegate

No one can be all things to all people. Don’t be a micro-manager, or you’ll burn out fast. Instead, employ the right people for the right tasks, and relinquish the reins.

  1. Use the 80/20 Rule

Are you familiar with the 80/20 rule (also known as the Pareto Principle)? It basically means, in time-management terms, that 20 per cent of your effort will reap 80 per cent of your result. So, successful people understand that ‘top priorities’ (or 20 per cent of your to-do list) will drive your most important results.

  1. Allow Distraction Time

Distraction plays a considerable role in the productivity of our day. Whether it’s checking social media, making plans with friends, checking in on Aunt Betty or making a doctors appointment – distractions are part of every day.  But what if you gave yourself distraction time? If you plan for it, it’s expected.

If you set aside 15 -20 minutes every day for distractions, they won’t consume you – or your day! Remember, unless it’s an emergency, you don’t need to instantly reply, return calls, or comment on social media. Save it for your set distraction times. You could space them out into five minutes chunks of distraction time throughout the day.

 

If you want to start managing your time better, time management strategies can save the day. You’ll discover how to reclaim your professional and personal life in our online course Successful Time Management.

Enhance Multicultural Diversity in the Workplace

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Multicultural diversity is becoming increasingly important in society. In fact, over 75 per cent of Australians identify with an ancestry other than Australian. As a society, we can all gain from understanding one another better and learning to accept and embrace difference. That’s why it is crucial to embrace differences and develop cultural competence.

This course is ideal for everyone — from migrants and indigenous people to employers and employees. It is particularly relevant to those wanting to enhance their multicultural awareness, including counsellors, managers, business owners, migration and HR officers, and those in the teaching, police or military fields or in the healthcare sector.

Our Multicultural Awareness and Diversity course is an online professional development program which will develop your sensitivity to culture, diversity and multicultural societies and enhance your capacity to understand multicultural issues.

When studying multicultural diversity, you will gain an understanding of the origins and influence of prejudices and structural and institutional racism. You will learn how to work with culturally diverse clients, communicate across cultures, and overcome barriers to ensure successful multicultural relationships.

You will also discover the social, cultural and psychological influences on multicultural mental health issues, the stages of cultural shock, factors affecting grief and bereavement, and adjustment and treatment strategies for cultural distress.

Learning Outcomes

Outcomes achieved by undertaking a course on multicultural diversity include:

  • Learning about cultural diversity, the elements of culture and how to define it
  • Exploring subcultures, societal structures and processes
  • Gaining an understanding of key areas of cultural diversity
  • Studying values, social discourse and cultural behaviour
  • Gaining insights into ideology
  • Examining expectations
  • Understanding problems with culture
  • Learning about cultural self-awareness
  • Exploring how to define the cultural self
  • Studying environmental influences and the definitions of self
  • Gaining insights into human nature and family or social groups
  • Understanding psychological, socio economic and political influences
  • Learning about personal autonomy
  • Exploring the emphasis or minimisation of cultural diversity
  • Studying code switching and physical environmental influences
  • Gaining an understanding of racism and prejudice
  • Studying ethnocentrism and in-groups or out-groups
  • Gaining insights into prejudice — its functions, how we measure it, theoretical perspectives and how to reduce it
  • Understanding stereotypes — its functions, the dangers of using them and how to change them
  • Learning about racism and social, structural and institutional discrimination
  • Exploring perception, cognitive dissonance and perpetual change and defence
  • Studying how to develop cultural sensitivity
  • Gaining insights into working with culturally different clients
  • Examining the principles of communication and how to communicate across cultures
  • Understanding how to communicate intimate information
  • Learning about the culturally skilled worker

And more!

Why is Workplace Ethnic Diversity Important?

In the Australian Bureau of Statistics’ 2016 census, more than 75 per cent of Australians identified with an ancestry other than Australian. Around 45 per cent reported having at least one parent who was born overseas, and around 26 per cent of the population were born in another country. In summary, Australians speak over 200 languages, the most common of which (besides English) is Chinese followed by Arabic, Vietnamese, and Italian. But why is workplace ethnic diversity so important?

It’s good for individuals

Statistics have shown that diversity makes people happier — for people who belong to minority ethnic groups, and  people for whom inclusion traditionally hasn’t been as hard to achieve. For example, in 2017, the Diversity Council of Australia reported that people in inclusive teams (including ethnically diverse teams) are nineteen times more likely to be very satisfied with their work compared to people in non-inclusive teams. They are also twice as likely to gain regular career development opportunities … and a pay rise!

It’s good for businesses

Cultural and ethnic diversity is also beneficial for businesses. According to a 2017 McKinsey report, companies in the top quartile for cultural and ethnic diversity on their executive teams were 33 per cent more likely to have industry-leading profitability.

It’s good for society

In Australia, migrants make an enormous contribution to Australia’s economy, collectively providing an estimated fiscal benefit of over 10 billion dollars in their first ten years of settlement.

Defining the Cultural Self

One of the key factors you will learn if you are studying multicultural awareness and diversity, is that everyone in a particular culture will not behave in the same way. Many factors contribute to variety within a culture, including:

  • different situations
  • individual human psychology
  • differing human motivations
  • socio-economical differences

 

Every culture also contains variations of perceptions, human personality, ways of thinking and feeling, different psychological attitudes and different kinds and levels of skill and so on.

From outside a culture, it’s often easy to what individuals have in common. However, from within, the people that are part of it are as varied as those within our own culture. As human beings, we tend to share some fundamental aspects of attitude and behaviour with other members of our culture, which are part of who we think we are. Some aspects of our cultural “self” to consider include:

  • What we value in ourselves and others.
  • How we interact with others.
  • How we communicate our feelings.
  • What support we offer or receive from others.
  • Who we seek support from and to what degree.
  • What we believe we should strive for or achieve.
  • What kind of parent we become.
  • In what way do we relate to family and those outside the family.
  • How we define or perceive ourselves as human beings.
  • In what regard we express individualism.
  • How we relate to authority.
  • What potential we possess.
  • What possibilities we can perceive for personal or social growth.
  • How we understand or define psychological distress.

 

Any or all of these aspects of cultural identity can be expressed in very different ways. Some aspects may not be expressed at all except through our perceptions of self, others and our world and our responses to them. These can be apparent in our judgements and opinions, what we say about ourselves, the stories we tell each other, our interactions with others and our status and expectations.

We may communicate our cultural identity and our cultural perceptions through what we say, to whom we say it and when, and through what we don’t say. We may also communicate them non-verbally through actions and gestures, our clothing, the arts, where we live, the kind of house we choose, and our uses of the surrounding space.

How to Map Your Workforce’s Cultural Diversity

When studying multicultural diversity, you’ll learn that mapping the cultural diversity of your workforce can achieve a number of things.  And fundamentally, it will help you assess how well your organisation supports the customers, clients and markets it wants to serve.

The Diversity Council Australia’s Counting Culture guide outlines six guiding principles that will allow you to map culturally diversity in a way that is accurate, respectful, inclusive and suited to the multiculturalism of Australian businesses.

Principle #1 – Recognise peoples’ unique position

This principle applies directly to Aboriginal and/or Torres Strait Islander peoples. Diversity Council Australia (DCA) recommends organisations recognise their unique position by separating Aboriginal and/or Torres Strait Islander peoples from the broad category of “cultural diversity” when Counting Culture.

Principle #2 – Remember identity is key

This refers to how we see ourselves and how others see us. Counting Culture encourages organisations to adopt an identity-based definition of cultural diversity. This recognises the significant impact identity has on our experience of inclusion at work.

Principle #3 – Use multiple indicators

Cultural identity is made up of many aspects – for example, an employee may be born in Australia, have Lebanese ancestry, identify as Christian, and speak English, French and Arabic. All of these factors have relevance to their experience of inclusion at work.

Principle #4 – Simple is good, but not too simple

Simplifying cultural diversity is a good strategy but it should not be over-simplified. Organisations should go beyond simple “culturally diverse” statistics (for example, “Are you culturally diverse?”) to those that help a business generate valuable and rich workforce insights.

Principle #5 – Engage with intersectionality

Intersectionality refers to the way that multiple aspects of diversity, like sexual orientation, culture, age and gender identity, “intersect” and come together to form part of our identity and therefore employees’ experiences of inclusion at work.

Principle #6 – Use benchmarks

Comparing the breadth and degree of cultural assets in your organisation against those found in Australia’s general community, in key labour markets, in your industry or in your customer base will give you insights into how well your workforce reflects and can therefore attract, respond to and service this cultural diversity.

 

Gain insights into relating to and supporting those from multicultural backgrounds and feel confident to encourage and support diversity with our Multicultural Awareness and Diversity course.

Learn How to Write a Business Case and Gain Valuable Financial Backing!

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In an increasingly competitive business world, planning and continuous evolvement is key. Having an effective business case can help a business owner prioritise their goals, define their objectives, map out future strategies and navigate possible challenges. It can also help them identify the different forces and factors that may affect an organisation’s success and show investors and banks why they should invest in a business!

Ideal for small business owners and business managers and professionals, our Building Business Cases and Plans is a professional development course that will teach you how to plan, write and present a successful business case. 

With our how to write a business case course, you will learn how to conduct research, align your business plan with your company’s goals, and determine what information should be included. You will also study how to carry out an internal, external and SWOT analysis; develop an action plan; measure, monitor and assess a business case for successful implementation; and present your business case to decision-makers.

Learning Outcomes

Outcomes achieved by undertaking a course on how to write a business case include:

  • Learning how to develop an effective business case
  • Exploring what a business case is used for
  • Studying what to research when planning a business case
  • Gaining insights into aligning project goals to corporate strategy
  • Examining who is going to write the business case
  • Understanding how to design your business case
  • Learning what is typically in the main body of a business case
  • Exploring how to state your case
  • Studying how to present effective business cases
  • Gaining insights into preparing and implementing a business plan
  • Understanding the elements of a business plan
  • Learning how to develop a business plan
  • Exploring how to conduct an internal analysis for a business plan
  • Studying how to conduct an external analysis for a business plan
  • Gaining insights into conducting a SWOT analysis for a business plan
  • Understanding how to implement business plans in terms of action planning
  • Learning how to implement business plans in terms of control and measurement
  • Exploring the essentials of creating a business plan

And more!

 

What to Consider Before You Write Your Business Plan

Whether you are contemplating a new business idea or been running your business for years, business planning can help your business move forward — in leaps and bounds! This course will give you insights into how to write a business plan (and also how to write a business case), but what factors should you consider before actually writing it?

Analyse your business idea and yourself

Analysis can help you set goals for your business, and anticipate challenges you might face in the future and how to overcome them. Before writing your business plan, a good first step is to analyse your business idea. Questions to ask include:

  • Is your business idea viable?
  • Is there a market for your proposed service or product?
  • Is your idea worth investing your time and money into?

 

You should then analyse yourself. Questions to ask include:

  • Are you ready to venture into business?
  • Do you have what it takes to be an entrepreneur?
  • Do you have the skills needed to run your business successfully?
  • Are you ready to put in the hard work?
  • Will you be running a business or a hobby?

Determine Who Your Plan Is For

Next, consider whether your business plan has more than one purpose — will it only be used internally or will it involve external parties such as a bank or investor? This can help you decide what your purpose is and develop your plan for the right audience. If your plan is being developed for third parties, you need to determine what they will be most interested in. This is crucial, because you shouldn’t assume they are just interested in the financials — they will be looking at the whole package!

Do Your Research

Before you can undertake your plan, you will need to make some important decisions about your business. These include its structure, finances and marketing strategies. Research can help you develop targets and goals and better understand your customers and where your business should be heading. Any market research should also be accurate and up-to-date before you present it to investors or lenders as market conditions change over time.

Examine Your Finances

Investors and lenders will need to know your business is in a strong financial position and your finances are in order. They will want to know how much money you have, how much money you need and how much you expect to make in the near future. Therefore, undertaking an analysis of your finances is critical. And while extra funding can help you cover unexpected costs, you should be realistic and avoid asking for more money than you need!

Write Your Summary

When preparing to write your business plan, have a summary of the main points of your business with as few words as possible. Ideally, you should get to the point, but not overlook the important facts. This stage is also an opportunity to sell yourself, without overdoing it! Your summary should include details about your goals, market, business, current financial position, how much finance you’re seeking and what those funds will achieve.

How to Conduct a SWOT Analysis of your Business Case

One important element of how to write a business case is undertaking a SWOT analysis, which will help you achieve your goals. This is an analysis of its internal strengths (S), weaknesses (W), external opportunities (O) and threats (T). To get the most out of a SWOT analysis, you should have an objective or question in mind from the start. For example, are you using it to change your processes or help you decide if you should introduce a new product or service?

You should do some research to fully understand your industry, market and the business you in. You can also gain a range of perspectives by talking to your clients, staff and business partners. Market research can also help you find out more about your competitors.

Your Business’ Strengths (S)

Identify and list what you think your business’s strengths are. Some examples include those relating to your business’ competiveness, financial resources, employees, business location and cost advantages. At this stage, the list doesn’t have to be definitive – further along in the process you can start prioritising these.

Your Business’s Weaknesses (W)

Identify and list factors of your business that you consider to be weaknesses or that may put your business at a disadvantage to others. These can include staff absenteeism, distance to market, a declining market share, the absence of new clients or products, or a lack of intellectual property. This list can also indicate how your business has grown over time and if you review regularly, will give you insights into weaknesses that have been resolved. And although you may find new weakness, the absence of former ones is a sign of progress!

Your Business’ Potential Opportunities (O)

Potential opportunities are external and not necessarily definite. An opportunity for one aspect of your business can also be a threat to another. For example, introducing a new product can allow your business to keep up with consumer trends, but your competitors may already have a similar product — therefore, the same factor shouldn’t be listed as both an opportunity and a threat. Opportunities can include training programs, new technology, a diverse marketplace, partnerships or a change of government.

Your Business’ Potential Threats (T)

These are external factors that may be cause a problem or pose a threat to your business. Examples include increasing competition, higher interest rates, rising unemployment and the uncertainty of global markets.

You should now have four separate lists, so it’s time to prioritise! Questions to ask yourself include:

  • How can I use my business’ strengths to take advantage of the opportunities I’ve identified?
  • How can I use my business’ strengths to overcome the threats I’ve identified?
  • What do I need to do to overcome the identified weaknesses so I can take advantage of the opportunities?
  • How will I minimise my business’ weaknesses to overcome the identified threats?

Once you have finalised your lists, you can now starting using your SWOT analysis to develop strategies and ultimately work towards achieving your business goals!

 

Gain the skills, knowledge and confidence to develop, implement and present successful business strategies with a course in how to write a business case, such as our Building Business Cases and Plans.

Starting a Small Business Course

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Did you know that 20% of businesses fail in their first year and 60% within the first three years! It’s a grim figure, but don’t let that stop you–those with an entrepreneurial spirit can overcome all odds! Perhaps one of the most important mantras for small business owners-to-be is this… ‘Fail to plan, and you plan to fail.’

That’s where our Starting a Small Business course will help. This online professional development course is packed full of crucial small business advice, strategies, and information to improve your small business skills. 

So, before you embark on that steep learning curve that is starting your own business (an exciting ride), make sure you’re equipped to make smart business decisions.

In this starting a small business course, you will learn about business planning, marketing, budgeting, bookkeeping and record keeping principles. 

You will also learn about the legal requirements, restrictions, and costs of running a small business and develop proven sales and promotional tactics to maximise profitability.

Learning Outcomes

Outcomes achieved by undertaking a starting a small business course include: 

  • The nature of small business
  • Skills required to operate a successful small business 
  • Legal requirements, restrictions and the costs of running a small business
  • Components of a legal system – lawmakers, interpreters, enforcers, administrators and advisors 
  • Protection of consumers 
  • Trade practices, trademarks, brands, business and Ips
  • Business regulations
  • Employment law and contracts 
  • Handling disputes – negotiation, arbitration, mediation 
  • Taxation for small business
  • Aspects and considerations associated with starting or buying a business
  • Small business marketing process
  • Planning for a successful small business
  • Record keeping and bookkeeping principles
  • Sales and promotional strategies in small business
  • Marketing plans
  • Analysing market opportunities 
  • Market research 
  • Budgeting for small business success
  • Business planning process 
  • Developing a 12-month business plan
  • Implement your small business plan
  • Identify factors that affect profitability in small business
  • Understand the risk of failure 
  • Business structures – sole trader, partnership and companies 
  • Insurance – private, property damage, life insurance, business insurance
  • Franchising – pros and cons 

And more! 

20 Reasons Why Start-Ups Fail

A survey by CB Insights found that there are 20 main reasons why new businesses fail. The following reasons for failure are based on an analysis of 101 start-up post-mortems! 

  1. No market need (42%) 
  2. Ran out of cash (29%) 
  3. Not the right team (23%) 
  4. Got outcompeted (19%) 
  5. Pricing/cost issues (18%)
  6. User un-friendly product (17%)
  7. Product without a business model (17%)
  8. Poor marketing (14%) 
  9. Ignore customers (14%)
  10. Product mistimed (13%)
  11. Lost focus (13%)
  12. Disharmony among team/investors (13%)
  13. Pivot went bad (10%)
  14. Lack of passion (9%)
  15. Failed geographical expansion (9%)
  16. No financing/investor interest (8%)
  17. Legal challenges (8%) 
  18. Didn’t use the network (8%)
  19. Burn out (8%)
  20. Failure to pivot (7%) 

5 Strengths of the Small Business

It goes without saying that success follows hard work and determination. But there are a few critical strengths that lead to success in the small business model. 

  1. Entrepreneurial spirit

You’re not born with an entrepreneurial spirit, nor can it be taught– it’s something you develop within yourself. An entrepreneurial spirit is a mindset, and it’s crucial to the success of a small business. It’s a way of thinking that embraces change, critical questioning, innovation, dedication to service and ongoing improvement. Above all else, entrepreneurs are optimistic. It’s this positive mindset that sets them (and their businesses) apart.

 

  1. Education

Starting a business involves a steep learning curve, but you can dodge curveballs! These are the unexpected obstacles that can get in the way of success and can lead to failure. The best protection is knowledge because if you start making bad business decisions early on, it can be hard to turn it around. So, what are the essential topics for small business owners? There are many, but top of the list include marketing, sales, planning and strategy, record and bookkeeping, budgeting and management. At the very least, undertaking a starting a small business course with education in these areas is a must for anyone considering a start-up venture.

 

  1. Flexibility

The size of a small business allows you to adapt quickly to changes in the external environment. It’s an opportunity that medium to large enterprises don’t enjoy. It’s one you should leverage as a small business – make decisions quickly, develop close relationships with customers and respond to their changing opinions, experiences and preferences.

 

  1. Focus on market niche

If you serve a niche market, you can target a very select market as a small business. You can compete with larger businesses by becoming specialised to deliver a high level of product or service!

 

  1. Reputation

As a small business, you can gain an enviable reputation for quality and service because you’re servicing a narrow market niche. 

 

5 Australian Businesses Success Stories 

If you’re looking for some inspiration, look no further than these hugely successful Australian start-ups! 

Whole Kids

Whole Kids is an Australian-owned organic food company started by a husband-and-wife team in Melbourne. The business idea came to them when they couldn’t find any healthy snacks for their nieces and nephews. As a result, the idea of creating organic, healthy snacks for kids was sparked and started with the money they’d saved for a house deposit. It’s an investment that paid off! Whole Kids now has the most extensive range of award-winning organic snacks for young children in Australia. The products are stocked in all leading supermarkets, including IGA, Woolworths, Coles, Big W and Chemist Warehouse. 

Canva 

Melanie Perkins, Australian technology entrepreneur and CEO and Co-Founder of Canva, is one of the youngest female CEOs of a tech start-up valued over A$1 billion! As of 2020, Perkins was the third richest woman in Australia. Her inspiration for the business started with a simple idea to make a simple design platform for schools to create their own unique yearbooks. As a result, Fusion Books was born ­– and still operates successfully today. But it was just the beginning as Ms Perkins had a bigger dream; to compete with the likes of Microsoft with an accessible and user-friendly design platform. Canva was created with a little help from tech-investors, and is now a 3.2-billion-dollar company! 

Airtasker 

Airtasker is a community platform that connects people who need to outsource tasks and find local services with people looking to earn money and are ready to perform tasks. This Australian start-up now boasts over two million users in Australia, but it started from very humble beginnings! Founders Tim Fung and Jonathan Lui started Airtasker in 2012 on Fung’s living room floor and then operated out of a ‘shoebox’ office. Now, the company generates $100 million of transactions a year, employs 165 people, has expanded into London, and operates in six different countries. 

Tribe 

Founder, radio and TV presenter James Lund was inspired to create Tribe – a tech start-up company – when he fell in love with the power of social media! His idea to connect brands with micro-influencers who could promote their products and services organically started as just a concept – the platform has now secured A$5.3 million in Series A funding. It is now on the way to listing Tribe on the ASX.

The Iconic

An e-commerce fashion business launched in 2011, The Iconic was co-founded by Adam Jacobs. The Founder, who brainstormed ideas name ideas on a picnic table in inner-Sydney, went on to enjoy enormous growth – and is expected to reach A$1 billion in sales this year!

 

If you want to start your own small business, get ready for a steep learning curve and prepare for an amazing ride with starting a small business course like our Starting a Small Business professional development program.

Empower Your Colleagues With Our Transgender Employees Course

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Providing a safe, inclusive workplace is not just the law, it should be the goal of every business and employee that values the contributions, wellbeing and productivity of everyone in the organisation. In today’s society, individuals are of many personal communities. In addition to being heterosexual or “straight”, there are also LGBTQI2SAP persons – lesbian, gay, bisexual, transgender, queer, intersex, two-spirited, asexual and pansexual. “Transgender” essentially refers to gender identity, whereas the other terms describe primarily sexual orientation.

Ideal for managers, business owners and HR officers, Transgender Employees – Creating an Inclusive Work Community is a professional development course that will help you understand how transgender persons identify as a gender rather than the one they were assigned to at birth.

In this transgender employees course, you will learn about the power of language, beliefs and attitudes, how to foster an inclusive community, and develop and source policies and valuable resources. You will also study how to create cultures of belonging, boost your self-awareness, become active and advocate for your employees, and develop inclusive workplaces that foster profit, performance and higher engagement.

Learning Outcomes

Outcomes achieved by undertaking a transgender employees course include:

  • Learning how to create an inclusive work community
  • Exploring transgender people in the workplace
  • Studying how to create a safe and inclusive workplace
  • Understanding the terms of identification
  • Gaining insights into beliefs and attitudes
  • Learning about the power of language
  • Exploring how to maintain a safe work workplace
  • Gaining an understanding of an inclusive community
  • Examining resource location and development
  • Understanding how to be an inclusive leader
  • Learning how to create cultures of belonging
  • Exploring how to create an inclusive workplace where everyone can thrive
  • Studying how inclusive workplaces experience higher engagement, performance and profits
  • Gaining insights into understanding and supporting inclusion
  • Understanding how to boost your self-awareness and taking action
  • Learning how leaders can become better versions of themselves in the process
  • Exploring how to transition from unaware to advocate
  • Studying how to start your journey
  • Gaining insights into being aware and unaware
  • Understanding how to be active and an advocate
  • Learning how to stay committed to the journey

 

And more!

Sex Discrimination Act 1984

Equality and freedom from discrimination are fundamental human rights that belong to all people, irrespective of gender identity, sexual orientation or because they are intersex. Unfortunately, LGBTQI2SAP persons in Australia can experience harassment, discrimination and hostility in many areas of everyday life.

This includes bullying and discrimination in places of study and work, difficulties accessing appropriate health and aged care services, and community attitudes that can lead to harassment and even violence. They can also face barriers to getting legal recognition of their sex in government records and official documents.

Legislation surrounding the rights of LGBTQI2SAP persons, including transgender employees, has undergone numerous changes over the past decade. From the 1st of August 2013, it became unlawful to discriminate against a person on the basis of gender identity, sexual orientation and intersex status under federal law. Same-sex couples also became protected from discrimination under the definition of “marital or relationship status”. The Sex Discrimination Amendment (Sexual Orientation, Gender Identity and Intersex Status) Bill Act 2013 amended the Sex Discrimination Act 1984 to introduce these changes.

The Australian Human Rights Commission has also recognised that terminology can have a profound impact on a person’s self-worth, identity and inherent dignity. The use of acceptable and inclusive terminology empowers individuals and enables the visibility of important issues. The Commission has also advocated for stronger Federal laws that protect people from discrimination on the basis of their gender, identity, sexual orientation and intersex status. The Commission currently accepts complaints alleging discrimination on the new grounds that occurred after this date and outlines information in this guide.

 

Creating a Transgender-positive Workplace

Most of us spend a significant portion of our lives at work, so a positive workplace culture is important for everyone’s health and wellbeing. The keys to creating a safe and happy environment for transgender employees are support, education and empowerment. Here are some of the ways leaders can enhance positive change.

Educate Yourself and Your Staff

Education and communication is key, so it is worth meeting with staff to explain transgender issues, including how to talk to a transgender person and treat them in the authentic life they are living. It is also important that staff are aware of the reasons why people gender-identify differently.

Valuable resources include those found on the Gender Centre’s website. It offers training and education and has an extensive collection of kits and fact sheets that cover everything from gender, identity, surgery and sexual health to anti-discrimination and human resources.

A not-for-profit employer support program, Pride in Diversity, can also offer support for employers. It specialises in workplace diversity and organisational change. Membership gives you access to a dedicated account manager who provides LGBTQI2SAP awareness training and ongoing support.

Promote Acceptable Behaviour and Language

Another valuable strategy for promoting exclusiveness for transgender employees is by using the correct pronouns. Employees should be called by the name that he or she associates with. For example, if they have transitioned from a male to a female, then “him” and “he” is no longer appropriate — “her” and “she” should be used.

Transgender people also have the right to access toilets and change rooms that match their affirmed gender. There is no legal basis to deny an employee access to a toilet that matches their gender identity.

Support and Empower Your Transgender Employees

Allies are important in the workplace. Everyone can model the appropriate behaviour and language and demonstrate they are accepting of different lifestyles. If they see inappropriate behaviour or hear inappropriate language, they can also challenge it.

Leaders can also show their support by commemorating milestone days in the LGBTQI2SAP community like World AIDS Day on the 1st of December, and the Transgender Day of Remembrance on the 20th of November. They can also launch initiatives to support transgender employees, including taking part in the Pride in Diversity’s Australian Workplace Equality Index (AWEI). This is the definitive national benchmark on workplace inclusion across all sectors and a fantastic blueprint for Australian employers to look at how they’re dealing with the LGBTQI2SAP community.

LGBTQI2SAP Festival Calendar 2021

Another way leaders and colleagues can support transgender employees is by supporting their involvement (and attending!) in a variety of events that occur every year. Some of the most popular ones in Brisbane this year include:

Brisbane Queer Film Festival – 11 to 21 March

The festival is a highlight of the Queensland queer community calendar since its inception in 2000. It aims to present and empower LGBT, queer, intersex and gender diverse film, screen content and filmmakers.

MELT: Festival of Queer Arts and Culture  – 19 to 30 May

Held at the Brisbane Powerhouse, it is designed to celebrate LGBTIQ+ arts and culture. It also promotes inclusivity and visibility among the queer community. It runs for 12 days and will feature a mix of cabaret, theatre, visual arts, music, forums and storytelling.

The Annual Queens Ball Awards – 27th June

The longest-running LGBTIQ event in the world, the Queen’s Ball has celebrated the inclusion, diversity and resilience of communities for 59 years! This year, the awards will be held virtually due to COVID-19. Voting is open now!

 

Build, support and sustain a safe, inclusive and productive business environment for transgender employees with our Transgender Employees – Creating an Inclusive Work Community course.

Nail the Sale With Our Online Sales Course

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Converting prospects to sales is the ultimate strategy for improving an organisation’s bottom line — and a valuable part of the equation is keeping customers happy! Ideal for business managers and sales, marketing and customer service staff, our Overcoming Objections to Nail the Sale is a professional development course that will help you manage customer concerns, reduce the number of objections you encounter, and recognise when a prospect is ready to buy.

In this online sales course, you will learn about critical communication skills including customer-focused and open and closed questioning, and observation skills like body movements, facial expressions and posture. You will also study Unique Selling Points (USPs), how to build your credibility, deal with pricing issues, and listen, acknowledge, respond and give the appropriate feedback to customers.

Learning Outcomes

Outcomes achieved by undertaking an online sales course include:

  • Learning how to overcome customer objections
  • Exploring how to plan and prepare for objections
  • Studying how to address customer concerns
  • Gaining insights into building credibility
  • Understanding how to be credible and instil confidence in your self
  • Learning how to convey confidence to prospective and current clients
  • Exploring first impressions, body movements, demonstrations and testimonials
  • Studying your competition and how to set yourself apart
  • Gaining insights into your competition and similar products
  • Understanding what your competitors are doing
  • Learning about Unique Selling Points (USPs)
  • Exploring critical communication skills
  • Studying clients and their needs
  • Gaining insights into active listening and responding to feelings
  • Understanding demonstration cues and non-verbal aspects of communication
  • Learning to ask powerful questions – closed, open, clarifying and customer-focussed
  • Exploring observation skills and how to look for clues
  • Studying body movements, facial expressions, posture, grooming and how to read people
  • Gaining insights into handling customer complaints and fixing them
  • Understanding how to impress and make connections with customers
  • Learning about how to record common objectives
  • Exploring how to practice your responses and evaluate honestly
  • Studying how to overcome and manage objections
  • Gaining insights into reinforcing the value of your offerings
  • Examining attitude checks, anticipating objections and how to deal with them
  • Understanding how to keep your brain in check and your reactions under control
  • Learning how to handle objections and customise your approach

And more!

Common Close-The-Sale Techniques

As you’ll discover in our online sales course, “closing” a sale essentially refers to the achievement of the desired outcome, which may be an exchange of money or acquiring a signature for purchase. There are a number of closing-the-sale techniques in terms of different ways to gain business off customers. But no matter how skillfully they are applied by a salesperson, the customer always has the option to say no, so they need some persuasion! Here are some of the more popular ones …

Alternative choice close

Also called the “positive choice” close, in this scenario, the salesperson presents the customer with two choices, both of which end in a sale. For example, “That’s a great choice of couch. Would you prefer it in blue or red?”

Apology close

This is a technique where the salesperson apologises for not yet closing the sale in an attempt to regain their interest in purchasing. For example, “I’m sorry, somewhere along the line I must have caused you to reconsider your purchase or left out some important information. We both know this product suits your needs perfectly, so the fault here lies with me.”

Assumptive close

This is also known as the “presumptive close”. The salesperson intentionally assumes the customer has already agreed to buy and wraps up the sale confidently and quickly. For example, “If I can have your credit card, I’ll get this sorted for you”.

Balance sheet close

This technique is also known as the “Ben Franklin” close. Here, the salesperson and the customer build together a pros-and-cons list of the product. The salesperson then tries to convince the customer that the pros list is longer than the cons list!

Cradle to grave close

In this case, the salesperson undercuts the customer’s objections that it is too soon to buy by telling them there has never been a more convenient time in life to buy a big purchase … and they should do it anyway!

Direct close

In this technique, the salesperson simply directly asks the prospect to buy. Salespeople are typically discouraged from using this technique unless they are absolutely sure the prospect is ready to commit.

This is also known as the “question close” where the salesperson moves to the close with a soft or indirect question.  For example, “How does this price sound to you?” or “How do you feel about these terms?”

Minor point close

Here, the salesperson deliberately gains agreement with the customer on a minor point and uses it to assume the sale is closed. For example, “Would your front door look better painted red? No? Okay, then blue is best then”.

Negative assumption close

In this technique, the salesperson asks two final questions, repeating them until they achieve the sale. For example, “Do you have any more questions for me?” and “Is there any reason why you wouldn’t buy this product?”

Possibility of loss close

Also known as the “pressure close”, the salesperson points out that failing to buy could result in a missed opportunity, for example, because a product’s price might rise or it may sell out.

Puppy dog close

Here, the salesperson gives the product to the customer on a trial basis to test before a sale is agreed upon.

Sales contest close

In this technique, the salesperson offers the customer a special incentive to close. For example, “What about I include free freight if you buy?”

Sharp angle close

Here, the salesperson responds to a customer’s question with a request to close.  For example, if the customer asks, “Can you get the system up and running within two weeks?” the salesperson might respond, “If I guarantee it, do we have a deal?”

Four Sales Personality Types

Salespeople have different methods of nailing the sale, and an online sales course can certainly help you achieve this. However, we are all unique, and the way we sell can also be different. Here are four of the most common sales personality types, and how best to “pitch” to a customer once you’ve determined which one most resonates with you.

#1 – Assertive

You are decisive, competitive, goal-oriented, often loud, controlling and more likely to speak in sentences rather than in questions. To nail the sale:

  • Be prepared and professional.
  • Make short statements and get to the point quickly.
  • Provide tangible and useful examples of your product’s benefits.
  • Show how your product compares with your competitor’s.
  • Use business metrics rather than subjective descriptions.
  • Only give accurate answers, and if you don’t have one, tell your customer you will investigate and get back to them.

#2 – Amiable

Amiable salespeople are calm, informal, friendly, patient, open to challenges and good listeners who seek strong personal relationships and ask a lot of questions. To nail the sale:

  • Pitch a vision, not a product.
  • Build rapport with your customer before beginning your sales pitch.
  • Tell stories about other clients — why they sought your product and how it addressed their issues.
  • Gently guide the customer through the sales process instead of bombarding them with information.
  • Offer personal guarantees like refund policies.

#3 – Expressive

You are outgoing, spontaneous, creative, intuitive, persuasive, enthusiastic, people-pleasing, seek strong personal sales relationships and are likely to speak in sentences rather than asking your customers questions. To nail the sale:

  • Showcase studies and other data and fact-based information.
  • Focus on qualitative rather than quantitative descriptions.
  • Build rapport and work toward a strong, professional relationship.
  • Check-in with your customer often to see whether you’re both on the same page.

#4 – Analytical

Analytical salespeople are formal, impersonal, serious, direct, fact-driven, prepared, likely to ask a lot of questions and not seek personal sales relationships. To nail the sale:

  • Be patient.
  • Provide figures and data rather than vast, unprovable claims.
  • Realise the person has probably done their introductory research ahead of time.
  • Steer toward facts and away from building strong, professional relationships.

 

Gain the skills and knowledge to reduce the negatives and amp up the positives when interacting with customers with an online sales course, such as our Overcoming Objections to Nail The Sale.

10 Thoughtful Employee Recognition Ideas!

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In today’s ultra-competitive business landscape, it’s essential to have employees that outperform your competition – but how do you keep them motivated? Read on to discover how to make your employees happier to improve retention, cultivate a culture of self-improvement and boosts morale.

It really does pay to be appreciative of employees. Why? Because it’s been proven that companies that do enjoy stronger engagement, increased employee morale, better customer service and reduced turnover.

So, here are few thoughtful employee recognition ideas to get you started.

1.    Peer recognition and rewards

Peer recognition is an ideal way to strengthen the bond between team members – and to inspire great work! A team or individual trophy presented monthly or quarterly to the best performing team or team member is a great way to acknowledge the exceptional effort. You could survey employees and ask for nominations for a person they think are deserving of the award.

2.    Shout out on socials!

If you have employees who value social media publicity – give them a shout out on your socials! Your company’s social media platforms are a great way to recognise and acknowledge staff who are doing a great job!

3.   Wall of fame

If you haven’t heard of this recognition and reward idea, you haven’t lived! Just joking, but this is such a simple way to show off exceptional work. If your employees don’t mind a bit of public attention, nominate them for the wall, so they have a visual reminder of how important they are to your company.

4.   Sponsored volunteer day

If your organisation values giving back to the community – get your employees involved in a charitable cause that’s close to their heart. You could give a team member a day off to donate their time to a charity as a reward for their hard work.

5.  Office lunch or brunch!

Get the team together for a meal – don’t make it ‘drinking based as this can isolate some of your employees! Do, however, choose somewhere inclusive and relaxing to come together for a meal during office hours as a reward for hard work and achievement.

6.   Health & wellness day

There’s a big focus at the moment on maintaining optimum health and wellbeing. And with good reason when many Australians are being diagnosed with mental ill-health. Self-care is crucial to your employee’s mental wellbeing and emotional health, so why not invest in it as a reward for hard work? You could organise a yoga class, spa day or fitness or gym membership for top-performing employees!

7.   Time off 

Most employees would value bonus time off as a reward for hard work. You could add a week’s bonus leave to your employees’ timesheets. What better way to reward hard work and exceptional effort that an impromptu holiday!

8.   Celebrate birthdays 

If your employees don’t mind – celebrate their birthdays! Whether it’s a lunch or brunch out at a local café, a catered in-office feast or a birthday cake, make it a special day for them! While this isn’t a rewards-based recognition, it is a way to make your employees feel special.

9.   Career-based rewards

Would your staff like a professional development reward? Why not enrol them in a course that will benefit their career? It’s a win-win! Or, if they’d prefer, you could invest in a personal development course of their choosing. Australian Online Courses has hundreds of personal and professional development courses that your staff can complete in their own time and at their own pace!

10.   Simply say, thank you! 

That’s right, the simple thank you card is not dead and buried! A beautiful, hand-written card that says thank you for hard work will be appreciated. Just make sure that you’re specific in your praise, so your employee knows precisely why you’re so grateful.

  

Employee Rewards and Recognition Course – Learn More! 

If you’d like to know more about how to implement a successful employee recognition program in your workplace? If so, our online rewards and recognition course is perfect for you!

Employee Recognition – Appreciating Your Workforce is a professional development course that provides managers, supervisors and team leaders with the tools and skills to create recognition programs that keep their most valuable resource —employees — inspired, motivated and ultimately happy!

In this rewards and recognition course, you will learn how to build relationships, manage performance and encourage communication, and the value of recognising your employees’ worth — from interns and contractors to managers and supervisors.

You will also learn about showing appreciation, the criteria, schedules, guidelines, formulation and implementation of employee recognition programs, and how to develop personal action plans.

On completion of this course, you will feel confident to improve workplace productivity, enhance loyalty, promote collaboration and give constructive feedback to your organisation’s biggest asset – employees!

 

Learning Outcomes

Outcomes achieved by undertaking a rewards and recognition course include:

  • The value of recognising employees
  • Personal learning objectives
  • Who are your employees
  • Workers
  • Manager/supervisors
  • Interns / contractors
  • Couriers/suppliers
  • Remote workers/virtual teams
  • Using recognition as a recruitment tool
  • Dangers, favouritism, costs
  • Strategies for virtual and remote team success
  • Kick-off meetings
  • Building relationships
  • Managing performance
  • Be consistent
  • Trust
  • Encourage communication
  • Model the way
  • Why recognise your employees?
  • What is the benefit to your employees, company and customers?
  • Showing employees that we appreciate them?
  • The ten C’s
  • Where does recognition overlap just doing your job?
  • Formal recognition
  • Recognition programs
  • Expectancy theory
  • Motivate or instigate
  • The Carrot, the whip The Plant
  • What can a supervisor do to motivate others?
  • Setting the stage
  • Create a recognition committee
  • Solo vs group recognition
  • Implementing the program
  • Criteria, schedule, and guidelines
  • Framework
  • When and schedule
  • How to implement a recognition program
  • Criteria and guidelines
  • Levels of recognition
  • Announcements
  • Forms of recognition
  • Follow up
  • Personal action plan

 

Develop the knowledge and skills to show appreciation to your employees to keep them motivated with a rewards and recognition course such as our Employee Recognition – Appreciating Your Workforce course.

Embrace the “New Normal” Workplace by Leading Virtual Teams

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In today’s current business landscape, many employees are now working remotely – whether from home or across countries, continents, cultures and languages. In fact, according to a recent Remote Work Survey, 84 per cent of Australians enjoy the flexibility of working from home and 92 per cent would opt to do so regularly if given the opportunity. Virtual teams also benefit employers — from increasing employee productivity to expanding their talent pool and enhancing employee retention.

Leading Virtually is a professional development course that will provide managers, team leaders and supervisors with modern collaboration techniques and strategies to harness the potential of virtual teams and overcome challenges.

In this leading virtual teams course, you will learn how to adapt and adjust in order to relate to virtual team members with a wide range of backgrounds, experience and languages. You will also learn important leadership skills to manage virtual teams, including using and modelling the right technologies at the right time.

Learning Outcomes

Outcomes achieved by undertaking a course in leading virtual teams include:

  • Learning how to lead a virtual team
  • Exploring the leader and technology’s role
  • Studying how to execute a virtual team project
  • Gaining insights into interpersonal problems and challenges
  • Understanding how to lead, manage and get the best out of virtual work and teams
  • Learning about the challenges associated with working remotely
  • Exploring how to build team trust and anticipate the diversity
  • Studying business continuity planning and virtual collaboration
  • Gaining insights into business leadership and influencing change
  • Understanding the skills for business analysis
  • Learning about the business analyst as a facilitative leader
  • Exploring communication for success and using communication tools effectively
  • Studying how to choose, use and model the right technologies
  • Gaining insights into the challenges associated with leading remotely
  • Understanding how to lead the entire team towards achieving goals
  • Learning how to build common ground and reap big results
  • Studying when it’s beneficial to collaborate
  • Gaining insights into the factors and obstacles that prevent collaboration and design solutions
  • Exploring how to calculate collaboration costs
  • Studying how to plan and manage the virtual project
  • Understanding how to build, manage and empower a high-performance virtual team
  • Gaining insights into managing project execution and sustain project success
  • Understanding how to lead a multicultural virtual team
  • Learning how to use technology to collaborate and communicate
  • Exploring the development and management of virtual and matrix teams
  • Studying how to manage employees in remote locations
  • Examining how to clarify what you want and need from team members
  • Understanding daily scheduling, feedback, performance management and feedback
  • Learning how to set clear expectations for your team
  • Exploring virtual leadership, mindset, approach and working virtually with others

And more!

The Benefits of Working Remotely

Working remotely has become a popular workplace trend that is seen by many managers as an ideal solution to the current global pandemic situation. Many employees have also realised that they can adequately perform their job roles away from traditional workplaces. The trend has also revealed the immense potential of businesses, remote employees and those who are charged with leading virtual teams to be able to thrive in the digital age. But what are some of the main benefits?

Enhanced work and life balance

A recent industry survey found that over 56 per cent of remote workers in Australia found the daily commute the factor they least miss about working in an office. In fact, according to the Melbourne Institute, long-distance commuters are more likely to lose or quit their jobs within the next year, and they have lower levels of overall job satisfaction. A greater work/life balance can make all the difference to the happiness of a remote team, particularly if employees are effectively managing their work environment, and managers are guiding and trusting their team.

Increased employee productivity 

This same survey found that 84 per cent of remote employees are enjoying the experience of working from home, which is contributing to them feeling more productive in their roles. This is an important factor, particularly when a 2018 study into the mental health of corporate Australians found that almost one in three were suffering from some form of mental illness. This can lead to employees taking time off work for stress-related purposes, which increases the expense for business owners.

In fact, Safe Work Australia has estimated that this loss in productivity costs Australian organisations over $6 billion per year. The introduction of flexible work policies enables organisations to improve their desirability, increase retention rates, and create a healthier and more productive work culture. It’s a win-win for both employees and employers who are leading virtual teams!

A greater talent pool

A remote approach to work essentially means there are no boundaries with location, and employees can be sourced and employed from across the globe! This means employers have a wider talent pool in terms of hiring “top talent” and it will take less time to fill roles, which will ultimately mean a decrease in recruitment costs in the long term.

A reduction in overheads

This factor is pretty much a no-brainer. If there is no need for office space, then there are no overheads for cost centres. Offices used by less people and used less frequently (or not at all!) can result in lower operational costs compared to if they were operating at full capacity.

An inclusive working environment 

If the talent pool is broadened by including people with different backgrounds and cultures as part of your team, there will be an increased opportunity to improve diversity and inclusiveness in the organisation. It can create more equitable employment opportunities and help reduce inequality. Employees such as parents, those with disabilities and those unable to commute to the office due to their location can also be offered a wider choice of career options.

Remote Working Trends

According to multinational professional services network, KPMG, remote work is definitely here to stay and our notion of “work” will change completely in the future. It will become a thing we “do” as opposed to a location we go to. Work hours will become more fluid as employees focus more on output instead of input, and emerging technologies will expand and enhance the possibilities of an increase in remote work. Those who are leading virtual teams will also be required to play a more active role in supporting the connection and mental health in their teams.

So will there be actual offices in the future? Research has shown one thing employees miss the most about the workplace is social contact. This includes their friendships with colleagues, bouncing ideas off co-workers, the ease of communication with team leaders, and the general energy of the office environment. A combination of a remote working strategy and workplaces that encourage creation, collaboration, learning and team bonding will become the new normal!

 

Four Great Tools For Team Communication

Communicating and sharing knowledge remotely has never been easier thanks to the digital resources now at our fingertips. Whatsapp and Facebook Messenger are already ingrained in our day-to-day lives, but other platforms also worth considering include:

#1 – Zoom

This is a remote video call platform that aims to make communication easy … from anywhere! Functional tools like screen share and waiting rooms make virtual tools, company forums and remote work from presentations easy. Different plans are also available, with the most basic option FOC!

 

#2 – Slack

Slack is the ideal tool for setting up your remote team for success. It can ensure no one in the team misses a business update and will keep them accountable for their work arrangements. Different channels can also be created for different topics (as an alternative to email), and it has an inbuilt video conferencing capability for hosting online meetings.

 

#3 – Join.me

Physical distance is one of the biggest challenges of remote work, and this tool is ideal if remote employees are craving face-to-face time. Available on any device, it allows you to share your screen and easily host virtual meetings via a shareable URL that colleagues can log onto whenever they feel like a chat!

 

#4 – Workplace

A collaborative tool operated by Facebook, it enables organisations to stay connected by mimicking the social media experience we’ve all become familiar with. You can run polls, join project groups, and share video and team-wide announcements. Video and call functions are also available along with other features like the Knowledge Library that allows users to easily share static content.

 

Develop the knowledge and skills to manage, lead and inspire virtual teams effectively and efficiently with a leading virtual teams course such as our Leading Virtually course.

Manage-Up Your Career with Executive Assistant Courses

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Whether you work as an office administrator, executive assistant or in an administrative support role, your ability to build a professional partnership with your boss or team leader is essential to career advancement.

Managing Up For Executive Assistants is a professional development course that will help you build a positive working relationship with senior executives.

Executive assistant courses like ours can teach you how to deal with different management styles and respond appropriately to senior-level executives and bureaucratic and entrepreneurial managers. It will also offer insights into how to relay critical information clearly, the communication techniques that can help you avoid confrontation, and how you can influence executive decision making by building your credibility.

Learning Outcomes

Outcomes achieved by undertaking executive assistant courses include:

  • Learning how to work in partnership with your boss
  • Exploring how to build a positive partnership with your boss
  • Gaining an understanding of mastering administrator essentials
  • Studying how to deal with controllers and open managers
  • Gaining insights into how to respond to bureaucratic and entrepreneurial managers
  • Understanding how to deal with different management styles
  • Learning techniques to avoid confrontation
  • Exploring how to build and maintain a true partnership
  • Gaining an understanding of how to capture senior executives
  • Studying how to communicate critical information clearly
  • Gaining insights into communicating with executives
  • Understanding what influences executive decision making
  • Learning how to be prepared
  • Exploring how to communicate with senior executives
  • Gaining an understanding of building credibility
  • Studying how to plan and conduct meetings
  • Gaining insights into communication platforms
  • Understanding the communication guidelines for an elevator pitch or presentation
  • Learning how to make a report or proposal
  • Exploring the techniques to get the attention of senior executives

And more!

Top Technology Tools For EAs

The to-do list of an Executive Assistant can seem relentless and never-ending, and executive assistant courses can arm you with the skills you need to navigate this often-challenging role. However, these days there is an essential platform that EAs of the past didn’t have access to – modern technology! From managing time and tasks to schedules and projects, here are some invaluable apps that may grant you a five-star rating on your next performance review!

Task Management Tools

  • Todoist – One of the most popular business apps on the market, it can be used on all devices and allows you to share tasks with your Executive and your colleagues.
  • TickTick – This app has some great features, including a timer that allows you to schedule in regular breaks, which can enhance productivity. It can also be integrated with your calendar and project management software.
  • Microsoft To-Do – If you use Office or Microsoft 365 in your job, this tool is for you! It syncs fully with Outlook so you can manage tasks on the platform you probably use the most.
  • Google Tasks – If you use the Google Suite, this app will sync with Gmail and your Google Calendar and can also be downloaded as an app on your mobile.
  • Omnifocus – The ideal app for Apple fans. It is built around the Getting Things Done productivity system and has lots of features that will help you move projects forward.
  • TeuxDeux – This to-do list app allows you to list all your tasks throughout the week, add recurring tasks, set deadlines and highlight important tasks.

 

Time Management Tools

  • Toogl – This app can help you tack the time spent on your work. You can manage and tag your time by client, team, project or Executive, and see data and add notes on where and why you are spending it.
  • RescueTime – Similar to Toogl, except it will automatically track your time and give you real-time data on where your time is spent. If colleagues and your Executive also install it, you can then be the boss of everyone’s time management!

 

Productivity Tools

  • Freedom – Are you a bit of a procrastinator who uses social media a little too much during working hours? This app blocks unproductive websites that may distract you while you’re working.
  • Pocket – This is free productivity software that captures notes, websites, images anything else that could be considered task-oriented.
  • Workflow – This is a highly adaptable app that helps minimise some of your everyday, complicated tasks. It also allows you to create unique home screen shortcuts on your phone that can perform groups of tasks with one tap!
  • Grammarly – An excellent app for those who spend a big part of their day writing reports and documents, as it quickly checks your spelling and grammar.
  • ai – This app is probably the most advanced and accessible platform in the area of minute taking and dictation.

 

Scheduling Tools

  • Google Calendar – Probably the calendar of choice of many EAs – it has loads of easy collaboration tools and great extensions.
  • Vyte – This meeting scheduler integrates with your Google Calendar and provides lots of extra options for diary management.
  • ai – Using artificial intelligence, this app takes away the to-ing and fro-ing that often comes with scheduling meetings. Once you set up your preferences, the AI technology will have all of the information required to schedule a meeting. Plus, the more you use it, the app will start to understand where best to place the meeting within your Executive’s schedule.
  • Office Tracker – Office Tracker enables you to coordinate your entire organisation’s schedules and meeting rooms on the same platform so you can all see what each other is doing!
  • Time Zone Ninja – This app will help you schedule international meetings. The interface allows you to select your location and that of your attendees, and then the preferred time and meeting date. The technology will then produce a timetable with a selection of the best possible times for all attendees.
  • Accompany – If you sign up with your Executive’s email, this app will pull together profiles of all of the organisations and people your Executive has meetings with. You can source past communications with the contact, news about them, their social media posts, financial reports attached to the organisation, articles they’ve written and a whole lot more. Your boss will then be more than prepared for their next meeting with them!

Project Management Technology

  • Monday – This is one of the more popular and flexible PM apps available and is a visual platform that lets you plan, schedule and collaborate with other users on projects.
  • Hiver – Hiver is a Gmail extension that lets teams manage their shared inboxes. An extension has lots of added features that will help you manage inboxes without having to forward emails or send lots of them out!
  • SmartSheet – SmartSheet empowers organisations to plan, automate, track and report on work. It also has an easy-to-use interface, work automation features and real-time dashboards.
  • Google Docs – Probably the best feature of this app is your ability to work on a document in “real” time. If you are in a different location from your Executive, you can still work on the document together!
  • Evernote – Evernote is a fantastic app that helps with the collaboration of information. It has a host of features that helps you share notes, documents and ideas including with colleagues.
  • Lucidchart – This app lets you create organisational charts, diagrams and mind maps collaboratively and then make and share changes in “real-time”.

 

Gain the confidence to communicate professionally with senior executives and progress your career as opportunities arise with executive assistant courses such as our Managing Up For Executive Assistants.

Managing Yourself for Career Success – Be a Boss!

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You’ve probably heard that your reputation precedes you – and it’s true. But the truth is a good reputation is built slowly, and losing it is all too easy! So how do you manage yourself for career success? It’s an important question! Why? Because how you conduct yourself in the workplace impacts your career opportunities and shapes your professional relationships.

If you want to be successful, you must project a professional image. This professionalism is reflected in how you relate to others, how you dress and the presentation of your workspace.

Managing Yourself for Success is an online course that will teach you about accountability and professionalism in the workplace. You will learn how to develop business etiquette and how to nurture mutually beneficial and professional relationships.

Have you heard about self-coaching and self-empowerment tools? This course will fast-track your career by capitalising on your professional strengths and identifying any further professional development areas.

This course is ideal for anyone who wants to project an accountable and professional image and use the power of a growth and positive mindset to enhance career success!

Learning Outcomes

Outcomes achieved by undertaking this course for career success include:

  • Identifying the key characteristics of business etiquette
  • Recalling the importance of dressing professionally
  • Recognising examples of appropriate workspace presentation
  • Understanding how to conduct yourself professionally beyond the office
  • Recognising and reversing negative self-talk
  • Replacing self-defeating talk with the language of self-coaching
  • How to choose statements that reflect an attitude of job ownership
  • Recognising actions that demonstrate initiative
  • Ability to sequence the steps in the self-empowerment model
  • Proper use of the self-empowerment model
  • Identifying professional strengths and areas for development
  • Recognising relevant choices for professional development
  • Demonstrating initiative and self-empowerment at work
  • Developing a growth mindset
  • Recognising the characteristics of a growth mindset
  • Understanding the steps that promote a growth mindset
  • Identifying key habits that foster a long-term growth mindset
  • Recognising key characteristics that signify a growth mindset exists within the workplace culture
  • Identifying actions that encourage a growth mindset in daily work life

Career Success & the Growth Mindset

Mindset is what sets people back or sets them up for a lifetime of career (and personal) success! Whether it’s career progression, starting your own business or parenting – all challenging, let’s be honest – mindset is everything. It’s not about how good you are but how good you want to be.

Success in almost every area of your professional and personal life is influenced by how you think. So, when you adopt a growth mindset, one that embraces failure as a learning opportunity, you set yourself up for career success.

How to Cultivate a Growth Mindset

  • Acknowledge your limitations.
  • Mantra … ‘I can’t do this, yet.’ Learning is a lifelong endeavour.
  • Embrace imperfection (none of us is perfect).
  • Develop child-like curiosity. Ask lots of questions…. you’ll be surprised how much you can learn from others.
  • Look at mistakes and failure as opportunities for growth.
  • Be optimistic – the glass is half full!
  • Have self-belief.
  • Take action!

 

10 Ways to Project a Professional Image

A professional image is important to build a positive reputation, which leads to career success, and there are many ways you can create it!

#1 – Dress Appropriately  

Did you know that people make first impression judgements in the first seven seconds of meeting you – and some studies report it’s just a tenth of a second to determine traits like trustworthiness? So, how you present your self is important to your professional image and reputation. There are even colours that can help you land job interviews, according to some experts!

#2 – Keep Your Personal Life Private

Employers will not be thrilled if your personal life spills over into your professional life, especially if it affects your work quality. Likewise, no one likes office gossip, so be careful about what you share with others in the workplace.

Set boundaries around what you feel comfortable sharing with colleagues and don’t feel you have to partake in a conversation if it makes you uncomfortable.

#3 – Always Be Respectful   

A respectful attitude should always be expected in any workplace. Always treat people the way you want to be treated. You can’t go wrong if you live by this philosophy. You can demonstrate respect in the workplace by communicating in a polite matter. It’s also important to offer praise more than you provide criticism.

#4 – Keep Your Commitments  

Don’t break your work commitments, your career success depends on it! You will develop trust with colleagues if you keep your promises. This may mean that you’ll have to be realistic in your ability to produce work or attend meetings. A good mantra is ‘under-promise and over-deliver!’

#5 – Admit When You Need Help

You don’t know everything – and that’s okay. Professionals admit when they need help, which brings us back to that growth mindset of accepting limitations and learning from mistakes. It may seem counterintuitive, but you project a more professional image when you are comfortable admitting your shortcomings!

#6 – Be a Problem-Solver!  

Do you look for problems, or do you solve them? If you want to project a professional image, you should always take a proactive, positive approach to problems in the workplace.

# 7 – Be Organised

An organised, professional life makes career success possible. For one thing, you’ll save time, and time is at a premium in most people’s lives. An organised desk, office and project management projects that all-important professional image!

# 8 – Be Ahead of the Developments in Your Industry

Knowledge is the power they say, and they’re right. What better way to project a professional image than being knowledgeable about your job and the developments in your industry? Sign up for any e-newsletters, podcasts or courses that will help you develop professionally.

# 9 – Always Do Your Best Work

If something’s worth doing, it’s worth doing properly! Excuse the use of cliché, but this is another universal truth. If you don’t give it 100 per cent, your professional image becomes tarnished. It helps if you have a passion for the project at hand, but not all work is rewarding all the time. This is where your persistence will pay dividends for your professionalism!

#10 – Sharpen Your Social Skills

Are you emotionally intelligent, or is this an area where you can improve? Today emotional intelligence is widely accepted as a key indicator of career success. So sharpen those social skills by taking a genuine interest in others.

 

Do you need help to develop the skills for career success? Learn a range of career-boosting tips and tricks in our Managing Yourself for Success program!

Gain Valuable Insights Into Animals With Our Pig Husbandry Course

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Pig production contributes over $5.2 billion to the Australian economy according to Australian Pork Limited, and greater demands from meat processors and rising poultry prices are forecast to continue to support the industry over the next five years. So if you deal with pigs on a daily basis or are keen to gain insights into this uber-intelligent animal, then this course is for you!

Our Certificate of Pig Husbandry is ideal for farmers; piggery managers, hands or breeders; those in the pig retail, marketing or wholesale industries; or those interested in keeping pigs for self-sufficiency or as a hobby.

In this professional development course, you will gain a solid foundation in pig biology, production and husbandry with an emphasis on how to manage the practical daily needs of pigs — including sows, boars and piglets.

You will learn about pig health, nutrition and feeding, selective breeding and herd management, and the various pig breeds including hybrids. You will also learn about building systems, pig production systems including extensive, intensive and free range systems, economics, environmental controls and aspects of farm management including record keeping. Oink!

Learning Outcomes

Outcomes achieved by undertaking a pig husbandry course include:

  • Learning the pig husbandry terms, pig breeding, pig farming and pig production systems
  • Exploring the pig breeds and hybrids in pig farming
  • Studying building systems, materials, floors, pig pens and fencing
  • Gaining insights into environmental controls
  • Understanding waterers, feeders, waste water treatments and water flow
  • Learning about anaerobic ponds and suitable plants
  • Exploring breeding and selection including heritability in pigs
  • Studying how to test for pig performance and points for selection
  • Gaining insights into pure breeding, cross breeding and crossbreeding systems
  • Understanding single cross, back crossing and rotational crossing
  • Learning about hybrid breeding and artificial insemination
  • Exploring feeding pigs including their digestive system and the types of rations
  • Studying energy, protein, mineral and vitamin requirements
  • Gaining insights into feeding on pasture
  • Understanding pig diseases, general health problems and management practices
  • Learning about the diseases that affect sows and of growing and fattening pigs
  • Exploring vices in pigs and how to handle and restrain them
  • Studying breeder pigs and the pre- and post-weaning periods
  • Gaining insights into selecting and managing boars
  • Understanding house to house, feed, breed and look after the health of boars
  • Learning how to manage the sower and litter including housing, feeding and weaning
  • Exploring the selection of gilts
  • Studying ovulation, pregnancy and lactation
  • Gaining insights into farrowing – before, during and after
  • Understanding the management of suckling pigs
  • Learning about marking pigs and ear notching
  • Exploring the management of fattening pigs

 

And more!

 

Australian Pig Breeds

As you’ll learn in our pig husbandry course, there are eight pure breed pigs remaining in Australia. All of them were originally imported, however, for biosecurity reasons the importation of live pigs is no longer permitted. Three of these breeds are common in commercial pork production — Duroc, Landrace and Large White. The remaining five are typically used by outdoor producers and some of these are quite rare.

Duroc

This breed is an older breed of domesticated pig that originated in the United States and formed the basis for many mixed-breed commercial hogs. The Duroc lines currently in Australia were imported in 1981 from New Zealand and Canada in the early 80s. Durocs are muscular, large-framed, of medium length, golden yellow and reddish-brown in colour, and have partially-drooping ears. They are used in cross-breeding programs as a terminal sire when crossed with Landrace or Large White cross sows, as they are not a good maternal sire. They also tend to be one of the least aggressive of all swine breeds that are raised for meat.

Landrace

Landrace pigs were originally bred in Denmark and imported into Australia up until 1973 — mostly from Great Britain and New Zealand. They are white in colour, and their ears droop and slant forward with their top edges nearly parallel to the bridge of their straight noses. They are noted for their ability to farrow and raise large litters.

Large White

Originally developed in the UK in the late 1700s, this breed is popular in all major pork producing countries around the world. They are white with a moderately long head, a broad snout, erect ears and a slightly “dished” face. They have wide chests, a level and wide back, and necks that are fine, long and evenly full to their shoulders. Large Whites are typically crossed with Landrace pigs and this cross is often used as the maternal line in commercial herds. They are prolific breeders and have a good carcass quality.

Tamworth

Originally from central England, the most notable ability of this breed is their ability to forage. They have erect ears and their ginger coats make them adaptable to a variety of climates and protect them from sunburn. They are agreeable in disposition and have an active intelligence. Sows make excellent mothers, and piglets are vigorous and often have 100 per cent survivability, but they are slow growing compared to other breeds.

Wessex Saddleback

Originating in the West Country of England, this breed was very popular in Australia for many years, but they are quite rare today. They have lop ears and are black in colour with a white saddle over their shoulder. Wessex Saddlebacks are popular for their docile nature, ability to forage and their excellent mothering ability.

Hampshire

This is one of the oldest breeds in America. They are black with erect ears and a white belt that totally encircles their body, including both feet and front legs. They have been used as a terminal sire in cross breeding programs overseas and are valued for their quality carcasses.

Berkshire

This breed is the oldest registered breed in the world, with the first hog ever recorded being bred by Queen Victoria. Berkshire pigs have erect ears, shorter necks, more of a “dish” face and are black with white on their tail tip and legs. They are docile and hardy animals and are popular with outdoor producers.

Large Black

This breed also originated in England and are now quite rare as a pure breed. They are a black pig with huge black floppy ears. Large Blacks are known for their foraging and their ability to raise large litters, and are often crossed with other breeds for pork production.

Fascinating Pig Facts

Pigs are one of the smartest of all domesticated animals, and been have been placed fourth on the intelligence list behind humans, primates and dolphins/whales. Here are some fascinating facts about pigs that will give you even more motivation to undertake our pig husbandry course.

  • Pigs show dominance by swiping their heads or barking and then charging.
  • They grunt to communicate with each other and it is dependent on their personality.
  • Pigs can’t sweat, so can get sunburnt easily and can suffer heat stroke.
  • To cool their body temperature, they wallow or roll in mud, which also protects them from insects.
  • Pigs have three layers of skin on their shoulders.
  • The highest density of tactile receptors is found in a pig’s snout, and their sense of smell is about 2000 times more sensitive than ours.
  • They enjoy rooting with their snouts, which provides them with food, minerals and vitamins from the soil.
  • Pigs do actually have hair … which is very bristly!
  • Piglets are born with a curly tail, which is often trimmed to prevent other piglets chewing it.
  • A pig’s life span is between 10 and 15 years.
  • The gestation period of pig is around four months.
  • Sows typically have two litters a year and can have 8 to 12 piglets depending on their breed (sometimes more).
  • A newborn piglet’s body weight is made up of 75 per cent water.
  • Newborn piglets learn to respond to their mothers’ voices, and mother pigs communicate with their babies through grunts when they are nursing.
  • Piglets often have a certain teat order and each piglet has its own teat to suckle from.
  • Pigs have excellent memories, and can recognize and remember objects, sometimes for years.
  • When trained, piglets can learn their names at just two to three weeks old. They can also learn to respond when called and learn tricks.
  • In their natural state, pigs are clean animals and keep their toilets away from their feeding and living areas.
  • Pigs like to get massages, enjoy relaxing while listening to music, scratching themselves on trees, and playing with enrichment toys.
  • Pigs are incredibly social and form close bonds with each other and other animals.

 

Develop the necessary skills to manage pigs for commercial production, self-sufficiency or as part of your own pig-friendly hobby farm with a pig husbandry course, such as our Certificate of Pig Husbandry.

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