Professionalism: The Standards That Matter

Professionalism: The Standards That Matter

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

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

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

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

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

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

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

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

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

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

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

 

Hairbiz Year 15 Issue 4 Out Now

Hairbiz Year 15 Issue 4 Out Now

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

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

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

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

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

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

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

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

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

2021 AMBA FINALISTS

Australian Modern Barber of the Year

Sponsored by The Barbiere Company

Danny Lazzarino – Barber Boys

Don De Sanctis – Barber Boys

Jan Yamacli – Barberjan

Jase Alpen – Zeppelin Barbers

Leigh Winsor – Area Studio

 

Australian Modern Barber Business of the Year

Sponsored by Wahl Professional

Attaboy

Barber Boys & Co, Newton

Memphis Barbers, Gympie

New York Barbers

 

Best Mens Collection – Classic

Sponsored by Milkman Grooming Co

Britt Westcott – MADE Barber & Barista

Don De Sanctis – Barber Boys

Johnny Georgiou – Barbery the Craft of a Barber

Lou Fimmano – Barber Boys

Leigh Winsor – Area Studio

Paul James Graham – Paul and Paul Salon

Sean Hayes – Backbone Barbershop

 

Best Mens Collection – Freestyle

Sponsored by Schwarzkopf Professional

Clint Wallace – Barber by Design

Con Niños – Largers and Barbers

Johnny Georgiou – Barbery the Craft of a Barber

 

Best Team Collection

Sponsored by American Crew

AREA Studio

Barbery the Craft of a Barber

ZAK Grooming for Men

 

Best Customer Care

Sponsored by Shortcuts

AREA Studio

Grand Royal Barbers

New York Barbers

 

Best Barbershop Design

Sponsored by Babyliss Pro

Barber Boys & Co, Newton

Made Barber & Barista

Memphis Barbers, Gympie

Mr. V & Co. Barbershop

New York Barbers

Platform 1 Barbershop

 

Best Business Director/Owner of the Year

Sponsored by Depot – The Male Tools & Co.

Cameron McFadyen – The Blacksmith Barbers

Don De Sanctis – Barber Boys

Frank & Helen Ciccone – Hair by Ciccone

Sam Squires – Backbone Barbershop

 

Best Mens Educator of the Year – Individual or Organisation

Sponsored by Excellent Edges

AREA Academy

Barbery the Craft of a Barber

Fraser Forsey – Barber Education Australia

Jules Tognini – lil’ off the top

MIG Training

Mikail Dasko

The Barber Academy Australia

 

 

CARE STYLE AND BEARD PRODUCT AWARDS

Sponsored by Barbershop Magazine

BEST IN CARE

Depot – Sports Hair + Body Shampoo

Justice Professional – Cool Mint Shampoo & Conditioner

Juuce – Peppermint Shampoo & Conditioner

Mr Muk – Hair, Beard & Body Wash

Pure – Uplift Shampoo & Conditioner

 

BEST IN STYLE

Hanz De Fuko – Claymation

Justice Professional – Firm Clay

Juuce – Messed Up

Muk Haircare – Filthy Muk Styling Paste

Pure – Forming Paste

 

BEST IN BEARD

Depot – Conditioning Beard Oil

Juuce – Botanic Oil Serum

Mr Muk – Beard Oil

Pure – Walnut Scrub

 

SPECIAL RECOGNITION AWARD

Sponsored by Andis

To Be Announced on the Night of the Awards

The RTO’s Role

The RTO’s Role

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

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

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

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

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

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

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

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

 

Is Your Apprentice Falling Behind?

Is Your Apprentice Falling Behind?

 

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

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

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

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

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

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

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

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

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

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

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

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

Give us a call. Thank you.