Workplace Coaching v’s Managing (the Difference, & Why it Matters)

Workplace Coaching v’s Managing (the Difference, & Why it Matters)

Developing people at work is crucial for building high-performing, resilient, engaged and future-ready teams. Yet, many in leadership positions overlook workplace coaching as a valuable way to achieve these outcomes. Or they may believe they’re coaching when they’re managing. Both are valuable leadership skills, but they serve very different purposes. In this blog, we explore workplace coaching, why it matters, and how it differs from traditional management, helping you achieve greater potential in your team or organisation.

What Is Workplace Coaching?

Workplace coaching is a mutually beneficial relationship, focused on achieving personal and professional development. It’s generally a process where a more experienced professional (the coach) helps another individual (the coachee) develop their skills, knowledge, and abilities to improve their performance and achieve professional goals.

Workplace coaching can occur internally, with managers and leaders engaging employees in either formal coaching sessions or informal, on-the-go coaching sessions. When coaching occurs internally, it becomes a leadership style, providing employees with the opportunities, tools and knowledge to improve their productivity and job satisfaction.

Characteristics of workplace coaching

  • Asking, not telling – open-ended questions encourage self-reflection and ownership
  • Prioritising development over direction
  • Empowering employees to think critically and take initiative
  • Focusing on development over performance alone, which supports long-term growth, not just short-term gain
  • Creating psychological safety at work, which builds trust
  • Active listening, providing full attention without judgement
  • Supporting accountability, helping employees take responsibility for their actions and progress
  • Maintaining confidentiality and professionalism
  • Curiosity, over criticism, taking a genuine interest without resorting to judgement or correction.

Why Workplace Coaching Matters

Workplace coaching is valuable because it has the potential to boost employee engagement and performance. When leaders coach, rather than manage alone, they empower their teams to take ownership of their development and results, which leads to a strong sense of accountability and confidence. It’s a winning approach that builds stronger relationships based on trust, autonomy, and mutual respect, all of which are crucial for a thriving, high-performing workplace.

Coaching vs. Managing

Coaching and managing serve different but complementary purposes in leadership. While managing involves directing work, setting expectations and driving performance, usually with a focus on a short-term outcome, coaching empowers individuals to think for themselves. Managing is about giving instructions and solving problems, while coaching involves asking questions and supporting self-directed professional development. Both roles are important, but knowing when to shift into a coaching mindset is what separates great leaders from good ones.

How to Coach in the Workplace

Workplace coaching isn’t just for external consultants, because with professional development, it can be successfully practised in the workplace. When it’s done well, coaching helps employees build confidence, solve problems and meet and even exceed organisational goals. Here are a few tips on how you can add coaching to your leadership toolkit.

Use Practical Coaching Techniques

You can get started with informal coaching in your leadership role by adopting simple yet powerful techniques in conversations with your team.

  • Ask open-ended questions
  • Listen actively and without interruption
  • Paraphrase and seek clarification if necessary
  • Connect organisational goals with professional development

When to Coach vs Manage?

Not every workplace situation calls for coaching. Knowing when to switch between coaching and managing is called ‘situational leadership’ and is a sign of strong leadership skills.

  • Coach when a team member has potential but needs clarity, confidence or space to think.
  • Manage when there’s an urgent deadline, clear instructions are required, or the person is new to a task
  • Ask, ‘Do they need direction, or do they need professional development?’

Coaching Skills for Your Leadership Team

Coaching is becoming a core skill for strong leadership. If you want to protect your workforce and improve performance across your organisation, adopting a coaching mindset is an important strategy.

Introduction to Coaching and Mentoring

Whether you’re preparing employees to step into leadership roles or want to support current managers, our coaching and mentoring courses ensure your leaders are equipped with tools they can use immediately to coach with confidence.

Learning Outcomes

  • Understand the foundations of coaching and mentoring
  • Understand the psychology of coaching and mentoring
  • Build effective coaching and mentoring relationships
  • Create coaching and mentoring models and frameworks
  • Develop workplace communication strategies
  • Understand coaching and mentoring for teams
  • Manage goal setting and performance
  • Become a successful coach or mentor

 

Contact our Course Consultants today on 1300 76 2221 or use Live Chat to discuss customised training tailored to your unique business needs.

5 Positive Behaviour Management Strategies to Try Now

When we talk about behaviour management strategies, we often think of rules, consequences, and control. These strategies focus on stopping unwanted behaviours rather than understanding the root cause—a traditional approach that’s increasingly outdated and ineffective.

Behaviour isn’t always as it seems. Usually, actions are shaped by the environment, relationships, past experiences and unmet needs. When we reframe it in this way, it’s easy to see that successfully changing a challenging behaviour is less about exerting authority and more about creating the conditions where positive behaviour can thrive.

In this blog, we explore five positive behaviour management strategies that move beyond power struggles towards a focus on curiosity over control. Because when we understand the reason behind the behaviour, we are better equipped to respond in ways that are respectful, effective and ultimately successful.

So, whether you’re a classroom teacher, a team leader or part of a community group, rethinking behaviour management strategies can help you create a culture of resilience, empathy and empowerment.

  1. Set Expectations Together

Rather than enforcing authoritarian “rules,” work with a group to create a set of behavioural expectations. This approach promotes a sense of ownership, mutual respect, and encourages accountability. When people have a say in establishing the behavioural standards, they’re more likely to abide by them. It’s also an ideal way to get to the heart of the “why” behind behaviours, making the process proactive rather than reactive.

  1. Use Restorative Language

Restorative language focuses on relationships, accountability, and understanding, rather than blame and punishment. You can use restorative language by asking open-ended, non-judgemental questions such as, “What happened?”, “How did that affect others?”, and “What needs to be done to make things right?” It’s a positive approach that promotes emotional intelligence and helps establish a culture of trust, empathy, and effective communication.

  1. Model Emotional Regulation

How adults or those in leadership positions react under pressure serves as an example to others on how to manage conflict and stress. When you remain calm, composed, and emotionally aware during challenging moments, you demonstrate effective self-regulation. It’s providing an example of what healthy behavioural responses look like, which reinforces that emotional control is a skill that is learned and supported, not demanded.

  1. Keep Routines and Responses Consistent

Consistency creates a feeling of safety. Predictable routines and fair, consistent responses help people understand boundaries and reduce anxiety, particularly for those who struggle with behavioural regulation. Inconsistency, whether in a classroom or workplace, can compromise trust and escalate behaviours. Conversely, stable expectations promote self-discipline and a sense of control over one’s environment.

  1. Reflect, Don’t Just Discipline

When discipline is used alone, it often just treats the symptom, not the cause of problematic behaviour. So, taking the time to reflect after behavioural incidents, either one-on-one or as a group, ensures reflection, learning, and relationship repair. Ask reflective questions, explore triggers, and find alternative strategies to address your concerns. As a result, it will deepen your understanding, prevent repeat behaviours, and reinforce the idea that behaviour is a learning opportunity, not a moral failing.

These behaviour management strategies work so well because they focus on connection first, which makes accountability without shame a natural outcome, leading to lasting behaviour change.

What Are We Really Managing?

When a student constantly interrupts a lesson, refuses to follow instructions and is generally disruptive, it’s easy to resort to traditional behaviour management techniques that focus on surface-level compliance. But this approach often fails to address the underlying issue behind problematic behaviour.

At the heart of challenging behaviour, you’re managing:

  • Relationships – how safe, respected and supported people feel
  • Expectations – how clearly boundaries are communicated and upheld
  • Needs – what emotional, psychological or environmental factors may be behind the behaviour.

When we can shift our mindset from ‘fixing’ the behaviour to understanding it, we are better positioned to influence real and lasting behaviour change, whether in the classroom or the boardroom.

The Psychology Behind Problematic Behaviour

What we label as problematic behaviour is often simply a method of communication.  It’s a person’s attempt to cope, communicate, or protect themselves, especially when they lack the tools to do so in a different way. Taking a trauma-informed approach helps us see that many behaviours are not about defiance, but survival.

People who’ve experienced stress or trauma may react strongly to seemingly small triggers. It’s often due to nervous system dysregulation, where the brain perceives danger and shifts into fight, flight, freeze, or fawn mode. In these states, rational thinking shuts down, and behavioural responses are driven by emotion and instinct.

Factors that most influence this response include past trauma, environmental stressors, and inconsistent routines. As such, behaviour management strategies should endeavour to understand the behaviour and recognise that regulation, connection, and safety are key to lasting change.

Behaviour Management Strategies in Action

The following are fictional behaviour management strategies that may help in understanding how to better manage default reactions in common situations.

A high school student who always talks back

Challenging behaviour

A student constantly interrupts during class discussions, talks back when corrected and challenges teaching staff in front of peers.

Traditional strategy

  • Give detentions or remove the student from class
  • Escalate to the principal or parents
  • Enforce compliance and consequences

More effective behaviour management strategy

  • Stay calm and avoid power struggles in front of class
  • Check in privately after class to understand what’s behind the defiance (is it embarrassment, unmet needs, external stressors?)
  • Ask restorative questions, such as: What’s going on for you right now? Or what’s a better way to express that?
  • Set clear boundaries and follow through with consistent, calm responses
  • Recognise positive contributions when they occur to reinforce self-worth and belonging

A disengaged employee who’s withdrawn from the team

Challenging behaviour

A team member has become quiet, consistently misses deadlines, avoids teamwork, and appears emotionally detached.

Traditional strategy

  • Assume laziness or lack of motivation
  • Increase oversight or pressure to perform
  • Initiate formal performance reviews

More effective behaviour management strategy

  • Be curious – schedule a one-on-one meeting to discuss the situation with empathy and an open mind.
  • Ask reflective, supportive questions, such as: ‘I’ve noticed you seem a little distracted lately – is everything okay?’
  • Identify any barriers that hinder engagement, such as workload, well-being and interpersonal conflict.
  • Collaborate on a plan to re-engage with clear expectations and support

 

In both examples, behaviour management isn’t about increasing control. It’s about understanding, structure and connection. When you can approach behaviour with curiosity and consistency, you create environments where people feel confident to engage, reflect and grow.

 

If you’d like to learn more about successful behaviour management strategies, enrol in the Certificate of Behaviour Management.

Certificate of Behaviour Management

Develop strategies to build resilience, manage groups and create inclusive environments for children and young people. In this professional development course, you’ll discover a practical framework for understanding behaviour and responding in ways that promote trust, safety and learning.

What You’ll Learn

  • Understanding behaviour in context
  • Building safe and supportive relationships
  • Positive behaviour support strategies
  • Planning and implementing support plans
  • Managing group dynamics
  • Professional reflection and growth

Ideal Professional Development for:

  • School teachers
  • Teachers’ aide
  • Classroom support officers
  • Childcare educators
  • Parents/caregivers

 

If you need support in finding the right professional development course for your new direction, contact one of our Course Consultants today on 1300 76 2221 or use our Live Chat.

Why Become a Life Coach (And Why Psychology Matters)

In an increasingly connected world with highly evolved digital tools – both social and intellectual – at our fingertips, it’s ironic that many people still feel alone, overwhelmed and uncertain. Despite the ease of connection and information at the click of a button, meaningful human connection and guidance delivered with compassion are missing.

It’s little wonder that life coaching is emerging as a valuable, person-centred way to help people navigate challenges, set goals and create meaningful and lasting change. And life coaches with insight into human behaviour mean they’re more than just sounding boards with spectacular planning skills – they support change that’s compassionate and evidence-based.

Whether you’re exploring a new career or want to gain professional development for your current position, here’s why life coaching programs are important and why psychology should be part of the toolkit.

Why Become a Life Coach?

If you’re considering a career as a life coach, there are many benefits, including meaningful work, high demand, flexibility, and opportunity for growth and personal development.

Meaningful work

Life coaches are in an enviable position to make a meaningful difference in the lives of others. As a life coach, you will help people navigate significant life transitions, overcome mental blocks, set and pursue meaningful goals, and develop confidence and emotional resilience. It’s more than just fixing problems, but also empowering others towards personal development.

A growing industry

The wellness economy in Australia is booming. According to the Global Wellness Institute (GWI), Australia’s wellness economy is estimated to be A$195 billion. The inaugural report identifies Australia as one of the fastest-growing wellness economies in the world, punching well above its weight. In fact, we have the fourth-largest wellness economy in the Asia Pacific region and rank 10th globally. This presents an exciting opportunity for life coaches, as workplaces, from hospitals to clinics and corporations, are incorporating workplace wellbeing programs into their employee personal development initiatives.

Flexibility

If you’re looking for flexibility in your career, you’re spoilt for choice as a life coach. You can work independently and start your own business, join a group practice, contract your services to organisations, or use your skills in your current role, which is especially important in healthcare, fitness, education, or human resources.

Personal development

Choosing a career that prioritises your health and well-being is a smart decision. After all, when your job is to coach others, it also has a positive impact on how you communicate, listen, and engage in your own life more fully. It can be truly life-changing!

Why Life Coaching Skills Matter (Even If You’re Not ‘A Coach’)

You don’t need to leave your job or start a business to make use of life coaching skills, as the principles apply across various industries. Whether you’re in healthcare, education, or community services, skills such as motivational interviewing, behaviour change theory, and empathic communication are highly relevant.

Healthcare

Healthcare professionals, such as doctors, nurses and allied health professionals, are increasingly expected to provide education and even emotional support to patients. As such, coaching skills can help improve patient motivation, confidence, and adherence to medical advice.

Education

Educators are realising that student success is determined not only by academic achievement, but also by emotional intelligence, confidence, and personal growth. A life coaching program with a focus on psychology can help educators support students in achieving their goals and overcoming challenges related to motivation and mindset, while encouraging self-reflection and resilience.

Human resources and leadership

Whether you work in human resources or leadership, the ability to lead with emotional intelligence and empathy is crucial to supporting people through transitions, burnout and change. When you can coach, rather than direct, it helps employees feel more valued, empowered and engaged.

Fitness and nutrition

Fitness professionals, such as personal trainers and nutritionists, can benefit from coaching skills by helping clients identify the motivational, mental, or emotional aspects of their behaviour that need to change to ensure they can meet their goals.

Community services

If you work in community services, social services, or for a non-profit, change occurs when people feel empowered through being heard, valued, and supported. Coaching skills can help you implement strengths-based approaches, boost engagement with diverse communities and increase collaboration and trust. Whether working with youth, older people or vulnerable populations, coaching skills ensure dignity and independence.

 

In all these fields, there is a growing demand for professionals who are skilled at helping others achieve their goals while respecting individuality and unique circumstances. When you can navigate the complexities of support systems and facilitate personal development, you help clients feel empowered to make positive changes.  A life coaching program with a psychological component is crucial for developing the skills necessary to support individuals in all areas and industries.

What Do Life Coaches Do?

Life coaches help clients create change, whether it’s in their career direction, work-life balance, mindset, relationships, or sense of purpose, in a collaborative and non-judgmental way. Rather than offering advice or treatment plans, life coaches help people build motivation and overcome obstacles to achieve lasting change that fits their lifestyle.

While life coaches are not therapists, many apply psychology-informed practices to help clients support motivation and behaviour change to achieve lasting change.

Important skills include:

  • Motivational interviewing
  • Cognitive behavioural theory
  • Positive psychology
  • Growth mindset
  • Values-based decision-making

 

A life coach can help clients transition, identify the stresses in their life, and make changes, such as a new career that better supports their lifestyle and overall well-being. Life coaches often collaborate with other professionals, such as doctors, therapists, dietitians, or fitness trainers, but their role is distinct. Instead of giving advice, life coaches help people identify what’s already working, explore what’s getting in the way, and work with them to formulate a plan for long-term successful change.

Is Life Coaching for You?

Learning to be a life coach isn’t just about gaining a new title or adding a credential to your resume. It’s about showing up differently, for others and for yourself, in a way that can be life-changing.

It’s about asking better questions to have a greater awareness of others’ needs and recognising that real change happens when people feel confident to solve their own problems.

If you feel drawn to this kind of work, whether as a full-time career or as a new approach to your professional or personal life, consider enrolling in a life coaching program.

Why Psychology Matters in Life Coaching

While life coaching isn’t therapy, it shares many of the same principles at its heart. So, a basic understanding of human behaviour helps life coaches:

  • Navigate complex emotional dynamics
  • Recognise when to refer a client to a professional
  • Avoid overstepping ethical boundaries
  • Offer more evidence-based, person-centred support

Advanced Certificate of Life Coaching & Psychology

Whether you want to start a coaching career, advance in your current role or better understand human behaviour, this course combines coaching skills with psychology to make a real difference.

The Advanced Certificate of Life Coaching and Psychology is an online course that provides evidence-based techniques, ethical frameworks, and tools to support personal and professional growth in individuals and teams.

What You’ll Learn:

  • Foundations of life coaching
  • Facilitation skills for coaching change
  • Solution-focused coaching techniques
  • Cognitive behavioural coaching
  • Professional growth and practice evaluation
  • Building and sustaining a coaching business
  • Introduction to psychology
  • Research methods in psychology
  • Biological bases of behaviour
  • Cognitive psychology
  • Developmental psychology
  • Personality and individual differences
  • Social psychology
  • Applied psychology and mental health

 

If you’re ready to explore life coaching programs, consider a course that combines practical coaching skills with psychological insight. You’ll not only become a more successful coach, but you’ll also grow as a communicator, leader, and change maker. If you need support in finding the right courses for your new direction, contact one of our Course Consultants today on 1300 76 2221 or use our Live Chat.

10 Interior Design Careers for a Creative Future

If you’re interested in an interior design career, we have good news! Designers are in high demand across industries, especially those who go beyond decoration to create purpose-driven spaces that enhance well-being, productivity, and brand identity.

If you’re exploring interior design careers, short professional development programs are the perfect way to gain important skills quickly. A great place to start is to explore interior design short courses, which provide a solid foundation for launching your creative career.

So, whether you’re curious about residential or commercial design, there’s an interior design career that will help you carve out your creative future – here are ten options to inspire your next move.

 

  1. Interior Designer (Residential or Commercial)

Residential interior designers specialise in designing homes and apartments. They create functional, stylish and personalised interiors for individuals and families. If you love the idea of working with clients to bring comfort, lifestyle and personal expression to life, residential design is the perfect fit for you. Or maybe you’re keen to work as a commercial designer, where productivity, branding, and customer experience are crucial. Both interior design careers allow you to work closely with clients to bring their vision to life, enhancing their lifestyle or business goals.

 

  1. Design Assistant

Design assistants support interior designers and design teams in the design process. It’s an entry-level role, where you’ll be responsible for sourcing materials, creating mood boards, preparing presentations, managing samples, coordinating with vendors, and occasionally assisting with installations. It’s an ideal career to gain the experience you need to learn the design industry from the ground up.

 

  1. Interior Design Blogger

If you’d like to combine your love of storytelling with design, consider an interior design career in the blogging space. As an interior design blogger, you’ll be spoilt for choice when it comes to creating helpful, shareable content from design trends, tips, product reviews and DIY projects to designer spotlights! As an interior design blogger, you’ll write articles, produce videos and manage social media channels to engage an audience. You may also collaborate with brands to monetise your blog through affiliate marketing.

 

  1. Interior Stylist for Photography Shoots/Media

Interior stylists for photoshoots, whether photography or other media, focus on styling spaces for editorial shots, advertising campaigns, or social media content. They select props, arrange furniture, and create visually appealing spaces that suit the aesthetic or brand identity required by a client.

 

  1. Retail & Visual Merchandising Designer

Retail and visual merchandising is a multifaceted interior design career that involves designing creative and strategic window displays, product arrangements, signage and store layouts. It requires a unique blend of creativity, marketing, sales psychology, and brand strategy. Essentially, design professionals in this space endeavour to enhance the shopping experience through innovative design and strategic product placement.

 

  1. Exhibition & Event Designer

Exhibition and event designers are responsible for designing temporary installations, trade show booths, and displays. The role requires layout planning, signage, lighting, and spatial flow to ensure visitor engagement and comfort. This design career is ideal for those who love the idea of a fast-paced, deadline-driven role that demands flexibility and innovation.

 

  1. Property Stylist

Property stylists prepare homes for sale by styling interiors to appeal to potential buyers. This interior design career often requires a strong background in real estate and buyer psychology. The role involves bringing in hired furniture, art, and accessories to highlight a property’s best features and create a neutral, aspirational aesthetic that boosts buyer interest and sale price.

 

  1. Film/Television/Theatre Set Designer

If you’d love to bring stories to life by designing sets for movies, television, and stage productions, this interior design career is ideal for you. It’s a position that demands strong creativity, storytelling and interior styling skills – and could bring you face-to-face with celebrities.

 

  1. Interior Design Consultant

This interior design career is highly flexible and frequently involves exciting freelance opportunities. If you’re ready to leverage your professional expertise in a role that doesn’t require full project management responsibilities, becoming an interior design consultant is the perfect choice for you.

 

  1. Starting Your Own Interior Design Business

Why not turn your passion for interior design into an independent business? Starting your own business in design, styling, or consultancy allows you to enjoy flexibility, creative freedom, and the opportunity to build your own brand. You can focus on residential styling, commercial projects, property staging, or any combination of these areas. Alternatively, you might choose to specialise and become an expert in just one specific field. As an entrepreneur in the design space, the direction you take is entirely up to you!

 

We hope you have gained insight into the many types of interior design careers that could be your new direction. Whatever you’re passionate about, you can pursue with education, training, practical experience and a dash of creativity. So, if you’re ready to explore your options, interior design courses, such as our Certificate of Interior Design, are a great starting point.

 

Certificate of Interior Design

Interior design is a rewarding field that combines creativity and problem-solving. Whether you’re redesigning your home, assisting clients, or pursuing a career in design, the Certificate of Interior Design equips you with the skills needed to transform spaces successfully. On completion of this course, you’ll have the confidence to successfully style interiors whether for personal projects, clients or your own design business.

What You’ll Learn:

  • Introduction to Interior Design A & B
  • Colour, Light & Atmosphere
  • Furniture, Décor & Materials
  • Interior Styling for Everyday Living
  • Creating Mood Boards & Design Concepts
  • Room-by-Room Design & Styling
  • Sourcing, Budgeting & Managing Styling Projects
  • Starting Your Own Interior Styling Business

 

Can we help you find your new direction? Contact one of our Course Consultants today on 1300 76 2221 or use Live Chat.

Property Styling is a Powerful Professional Skill

Property styling is an art that not only boosts your professional skillset but also adds thousands to the sale price of a home.  Whether you’re a homeowner, investor or real estate agent, understanding property styling can lead to faster sales and higher returns. In this blog, we cover what property styling is, why it matters, and how it can help increase property values effortlessly.

What is Property Styling?

Property styling, also known as home styling or staging, is the process of presenting a home for sale by arranging furniture, décor, and layouts to showcase the property at its best. Its purpose is to highlight the property’s best features, maximise space and create an inviting environment. Done right, property styling encourages potential buyers to connect emotionally with the home, envision themselves living there and ultimately increase buyer appeal. As a result, the property enjoys higher buyer appeal, faster sale and higher sale price.

Key elements of property styling

  • Furniture and layout
  • Colour schemes
  • Lighting and accessories
  • Decluttering and depersonalising

The Psychology Behind Styling

Property styling is grounded in psychological principles. When buyers walk through a home or view it online, their first impression is crucial, and it’s often formed in the first few seconds. That’s why a well-styled space should immediately feel warm, inviting, and memorable, which then sets the tone for the rest of the viewing experience.

Creating an emotional connection

Purchasing a home is an emotional experience. Buyers don’t just want a house – usually they’re looking for a home. As such, professional property styling is a means of creating an emotional connection with potential buyers. When furniture, décor and lighting work together to promote a feeling of comfort and style, it helps buyers feel a connection to the property. Whether it’s a cosy reading nook, a beautifully set dining room table or a calm bedroom, buyers will be able to envision themselves living there.

Perception and functionality

It’s not just emotions that property styling influences. Perception can also be favourably altered with the right interior choices. The selection of neutral tones, strategic placement of furniture and decluttering all combine to make rooms feel bigger. It’s possible to transform even small, awkward areas into functional and aesthetically pleasing spaces, helping to mitigate buyer hesitation.

Property styling is a powerful professional skill

How Property Styling Boosts Sale Price

Property styling isn’t just about making a house look attractive. It’s a strategic investment that, when executed professionally, can deliver a substantial return. It’s no secret that professionally styled properties often sell faster and for more than unstaged homes. Here’s why!

  • Better first impression
  • Maximises perceived value
  • Creates emotional appeal
  • Reduces time on the market
  • Highlights potential and hides flaws

DIY vs Professional Styling

You can absolutely take charge of your own DIY styling for small changes, but if you’re aiming to create a significant impact or working with clients, investing in a professional property styling course is crucial to delivering the best results.

Homeowners who want to improve their property for sale can add simple touches, such as:

  • Declutter and create open, airy spaces
  • Add fresh flowers or greenery
  • Rearranging furniture for better flow
  • Use neutral tones to appeal to a wider market

Qualified Property Stylists

If you work in real estate or want to professionally style homes for clients, a professional development course like our Certificate of Interior Design & Property Styling is crucial. Qualified property stylists have:

  • Professional skills that go beyond guesswork
  • Knowledge of sourcing, budgeting and project management
  • Business know-how to attract clients and manage projects successfully

Turn Your Passion into a Profession

Do you love to style interiors? If you want to turn this hobby into a profession, a property styling course provides the creative, technical and business skills to succeed in this exciting, fast-growing industry. As a property stylist, you will need the following skills:

  • Understand interior design principles
  • Buyer psychology
  • Project management
  • Photography and presentation skills
  • Business skills

Certificate of Interior Design & Property Styling

If you have a passion for designing aesthetically pleasing interiors that appeal to buyers, this course is ideal for you. The Certificate in Interior Design and Property Styling is a professional development program designed to equip you with the skills required to style homes for real estate and property staging.

What you’ll learn:

  • Introduction to interior design (A & B)
  • Colour, light and atmosphere
  • Furniture, décor and materials
  • Interior styling for everyday living
  • Styling for real estate
  • Creating mood boards and design concepts
  • Room-by-room design and styling
  • Sourcing, budgeting and managing styling projects
  • Starting your own interior styling business

 

Taking a proactive approach to property styling through gaining professional development is a strategic investment in your career. It’s about creating an emotional response, influencing buyer decisions and potentially adding thousands to a home’s sale price. While DIY has its place, the true impact can only be made when you have the expertise and strategy that only professional development can bring.

If you’re preparing to sell, work as a property professional or want to start your own property styling business, consider the Certificate of Interior Design & Property Styling. You’ll gain the knowledge, technical skills and business foundations to succeed.

 

If you would like help in finding the right professional development course for you, contact one of our Course Consultants today on 1300 76 2221 or use Live Chat.

7 Habits of Highly Successful Leaders

Ralph Waldo Emerson once said, ‘Do not follow where the path may lead. Go instead where there is no path and leave a trail.’ Leadership is often about going out on your own when you’re not sure about the right direction. It involves risk, courage and determination, and the cultivation of these traits is often built on habits.

Successful leadership is about maintaining consistent behaviours that achieve results and build trust. Whether you’re managing a business, leading a team, or participating in online leadership programs to sharpen your skills, adopting the right habits is crucial to your success and longevity.

In this blog, we explore seven habits of highly successful leaders that can boost your leadership experience through behaviours alone.

What are Leadership Habits?

Habits are consistent behaviours, thought patterns and decision-making styles that a leader demonstrates over time. These habits, whether intentional or unconscious, form the foundation on which a successful leader can communicate, solve problems, build trust, and inspire others.

1. Practice Intentional Self-Reflection

Intentional self-reflection is the deliberate practice of analysing your thoughts, decisions, behaviours and outcomes as a leader. Successful leaders build self-awareness to guide their growth. It might sound like overthinking or self-criticism, but when viewed as a positively driven habit to improve, it’s about cultivating awareness, learning, and promoting both professional and personal development.

You can build this habit into your routine by taking just five minutes a day as ‘reflection time’ by trying one of the following prompts.

  • Keep a leadership journal about key decisions or challenges experienced at the end of every week.
  • Conduct monthly self-audits, asking ‘what worked, what tanked, and what would I do differently?’
  • Ask for feedback from your team and reflect on it without being defensive.
  • Review past goals and consider how you have progressed.

2. Communicate with Clarity and Compassion

Strong communication builds trust, reduces misunderstandings, and strengthens team culture. This habit is about communicating with purpose while considering the emotions, perspectives and needs of others. It’s balancing what you say and how you make others feel.

  • Pause before responding, considering your tone and the other person’s emotional state.
  • Ask open-ended questions, like ‘how do you feel about this new project?’ or ‘What would support look like for you right now?’
  • Be transparent and don’t pretend to know or assume – honesty is better than guessing.
  • Practice active listening in every conversation

3. Embrace Continuous Professional Development

Successful leaders know that investing in ongoing professional development, such as online leadership programs, is crucial. It keeps you adaptable to change, models a growth mindset, improves decision-making and builds confidence.

  • Set learning goals to attend one leadership workshop each quarter.
  • Enrol in short professional development courses or online leadership programs regularly (once per month)
  • Schedule learning times weekly (even just 20-30 minutes)
  • Set development goals every quarter – read a book, new skill or certification)

4. Develop Others’ Potential

Great leaders know that building leaders around them, not just followers, is the key to success. It’s not just about developing performance, but coaching, mentoring, challenging, and empowering others to be the best they can be.

  • Mentor junior staff
  • Delegate tasks/projects
  • Learn how to coach
  • Celebrate effort and growth, not just outcomes
  • Encouraging team members to enrol in online leadership programs and other professional development.

5. Lead with Purpose and Adaptability

Strong leaders give clear direction but are also flexible enough to adjust plans, strategies and point of view in response to changing circumstances. Adaptability is crucial for innovation, which is important for maintaining a competitive and resilient business environment.

  • Create roadmaps but leave room for innovation.
  • Encourage a culture of ‘learning from failure’
  • Adjust strategies quickly in response to customer feedback or market shifts
  • Share clear, long-term goals but empower your team to explore innovative ways to achieve them
  • Encourage flexible thinking by asking, ‘What else might work?’

 

“Integrity is doing the right thing, even when no one is watching.” – C. S. Lewis

 

6. Make Decisions with Integrity

When decisions are made with integrity, they are ethical, transparent and reflect your values. Great leaders make the right decision even when it’s hard, unpopular or inconvenient. You can make a habit out of leading with your values by adopting the following behaviours.

  • Develop a personal code of ethics for leadership.
  • Pause before you act to ensure you’re doing the right thing, rather than the easy thing.
  • Practice transparency, explaining your reasoning when making decisions that affect others
  • Welcome accountability by encouraging feedback and owning your choices

7. Prioritise Well-being and Boundaries

Recognising that well-being shouldn’t come at the cost of high performance is a habit of highly successful leaders. Instead, strong leadership prioritises the energy, mental and physical health of their team by modelling sustainable work habits.

  • Model balance to your team
  • Block out calendar time for deep work, rest and exercise
  • Say ‘no’ or ‘not now’ to non-essential work commitments
  • Encourage time off and holiday leave
  • Set clear availability boundaries, such as no work emails after hours
  • Develop a Workplace Wellbeing Program

 

We hope you’ve gained insight into developing leadership habits for yourself or your team. If you would like further assistance in leadership or professional development, consider exploring our online leadership programs. Contact one of our Course Consultants today on 1300 76 2221 or use Live Chat.

25 Adult Brain Breaks to Boost Productivity

Hustle culture is alive and well, so the idea of taking a break to achieve more might not sit well until you look at the psychology and neuroscience. You see, brain breaks aren’t just for children in the classroom, though these are crucial too; they’re a clever way to boost productivity at work.

So, next time you’re locked into back-to-back Zoom calls, juggling deadlines and trying to maintain high professional standards, try an adult brain break. You’ll find it’s not just a luxury, but a cognitive necessity that helps super-charge your day.

In this blog, we’ll explore 25 adult brain breaks that work, why they boost productivity and how you can implement them into your workday successfully.

Why Take Adult Brain Breaks?

Research shows that the adult brain can maintain peak focus for only limited periods before attention and performance start to decline. It turns out that breaks can help restore focus, reduce mental fatigue, and even spark creativity. Whether it’s a quick walk, mindful breathing, or taking a break from a screen, these micro-breaks are productivity tools that are backed by science.

Physical Movement Breaks (5–10 minutes)

These adult brain breaks provide physical movement, which is so important for those of us who spend much of the workday seated behind a desk.

1. Stretching Routine

The first one is crucial for those of us sitting at a desk all day. Take the time to stand up and stretch your arms, legs, neck, and back to release tension. You’ll boost your circulation and reduce physical fatigue with this brain break!

2. Desk Yoga

You might not achieve a downward dog, but there is a series of seated stretches that will help you reset your focus. Try the following:

  • Palms interlaced overhead – stretches your chest and shoulders.
  • Seated twists – stretch the muscles along the spine.
  • Side bends – stretch the side of your body from your hips to your armpits

3. Quick Power Walk

Take a brisk walk around the office (or home) to get your blood circulating and refresh your mind. Even just a five-minute brisk walk will help you feel more focused and productive.

4. Jumping Jacks

They’re not for everyone, but if you have the energy and the confidence, try some jumping jacks. This brain break gives you a quick burst of energy that sets your heart rate pumping and re-energises your body and mind.

5. Chair Squats

Stand and sit back down repeatedly, using your chair for support. This low-impact exercise stimulates blood flow without leaving your workspace.

Mindfulness & Mental Reset Breaks (5 minutes)

A few quiet adult brain breaks for times when you need to reset without movement or drawing attention to yourself. These exercises can be done at your desk or workstation discreetly.

6. Guided Breathing Exercise

Take deep breaths using the box breathing technique (inhale for 4 seconds, hold for 4, exhale for 4) to clear your mind and reduce stress.

7. Mindful Listening

Close your eyes and listen closely to the sounds that surround you at work. This can help ground you in the present moment.

8. 5-Minute Meditation

Pop in some earphones and access a free app like Calm to guide you through a short meditation session focused on relaxation.

9. Visualisation Break

Picture yourself in a peaceful place, whether you feel most at ease on a beach, in a forest, or on a mountain top. Just picturing yourself in tranquil surroundings helps lower your stress and reset your focus.

10 Body Scan Technique

Mentally scan your body from head to toe, noticing where tension may be held and consciously relaxing each muscle.

Creative & Fun Breaks (5–10 minutes)

25 Adult Brain Breaks

When only a creative adult brain break will do, give these fun exercises a go. They’ll give you a boost to successfully (and productively) finish your day.

11. Doodle, Draw or Colour

Let your creativity flow by drawing or doodling on a notepad or using a calm colouring book for adults. This helps reset your mind and spark new ideas.

12. Brain Teasers or Puzzles

Solve a quick crossword, Sudoku, or logic puzzle to exercise your brain and shift your focus for a few minutes. You’ll be back to business with renewed focus in no time – we promise!

13. Watch a Funny Video

Take a few minutes to laugh! It’s the best medicine. Why not watch a light-hearted video or short clip online? Laughter is a proven stress reliever after all.

14. Journaling for 5 Minutes

Buy a beautiful journal that’s exclusively for writing down your thoughts, feelings, or ideas. You’ll be surprised how quickly you can clear your mind and improve focus when you return to work.

15. Try a New Skill (Learn Something Quick)

Learning is a lifelong adventure, so watch a tutorial on something new, whether it’s learning a few words in a foreign language or a simple craft. You could also give one of our micro-credentials a go, and boost your professional development while you’re at it!

Digital Detox Breaks (5–15 minutes)

We all need some screen-free time to recharge, so make sure you plan some digital detox adult brain breaks throughout your busy day.

16. Turn Off Screens for 10 Minutes

Step away from all screens, yes, that’s laptops, phones and tablets, for at least five to ten minutes during your workday to give your eyes and brain a much-needed break.

17. Step Outside for Some Fresh Air

If you can go outside for a few minutes, a breeze will boost your brain. A quick burst of fresh air can improve your mood and creativity.

18. Change Your Workspace

A change is as good as a holiday, right? So, rearrange your desk or change the view to give your brain a visual reset.

19. Phone-Free Break

So, if you can’t tune out from screens completely at work, try putting your phone away for a while. Switch to airplane mode for a break to avoid distractions and give your mind a chance to relax.

20. Nature Break

Look at nature photos or, even better, go for a walk in a park, and let nature work its magic. Green space is shown to reduce stress and improve mental clarity.

 

Social & Connection-Based Breaks (5–10 minutes)

If you’re feeling social, let that be your cue to connect with a friend or colleague who can lift your mood.

21. Chat with a Colleague

Take a brief, casual conversation with a coworker to bond and shift your mind away from work. This could even be a virtual coffee break.

22. Compliment Someone

Give a quick compliment to a colleague or friend. It boosts positivity and improves your mood.

23. Call a Friend

A quick, light-hearted call to a friend or family member can refresh your mind and improve your mental well-being.

24. Share a Fun Fact or Joke

Take a minute to share something fun and engaging with your coworkers to create a moment of connection and positivity.

25. Gratitude Moment

Send a quick thank-you message or email to someone who’s helped you recently, boosting both their mood and yours!

 

Develop Personal & Work Priorities

If you’re looking for a more in-depth solution to boosting your productivity, take a look at our Develop Personal and Work Priorities course. This micro-credential is designed to increase your performance by monitoring progress, analysing feedback, and continuously updating your work priorities to align with changing circumstances.

 

We hope you feel inspired to embrace the adult brain breaks you need to power you through your workday. But if you’d like more help with your professional development, contact one of our Course Consultants today on 1300 76 2221 or use Live Chat.

10 Surprising Benefits of a Neurodiverse Workplace

Workplaces with neurodiverse teams thrive, yet there are still misconceptions about the inherent strengths of embracing differences as a competitive advantage. Diversity is far more than simply a human resources initiative. It’s a good business strategy. Research shows that companies with greater diversity enjoy higher-than-average financial returns. In the following blog, we define neurodiversity and explore the ten compelling reasons to embrace a neurodiverse workplace.

What is Neurodiversity?

Neurodiversity refers to the diverse neurological ways people process information. It’s estimated that one in five to seven (or 15-20%) of the population is neurodivergent, and a study estimates that 11% of Australian employees are neurodivergent, which represents a significant proportion of employees and customers.

A person may identify as being neurodivergent if they process information differently from the majority of the population. Neurodivergence often runs in families and affects all genders, races, cultures, socioeconomic groups and intelligence scales.

Neurodivergence varies, but includes:

  • Attention-deficit hyperactivity disorder (ADHD)
  • Autism, also known as Autistic Spectrum Disorder (ASD)
  • Dyscalculia
  • Dyslexia
  • Dyspraxia
  • Sensory processing differences

Benefits of a Neurodiverse Workplace

Understanding neurodiversity in the workplace positively impacts everyone, benefiting organisations in many ways, from increased creativity, problem-solving and employee retention rates to greater engagement.

  1. Enhanced Creativity and Problem Solving

Neurodiverse people bring unique perspectives and innovative thinking styles to the workplace. Having different approaches to problem-solving is valuable for finding creative solutions to complex organisational issues that neurotypical employees may not consider. As a result, a neurodiverse workplace enjoys enhanced brainstorming sessions and project outcomes.

  1. Increased Productivity

Neuro-inclusive workplaces enjoy significant advantages, including a boost to overall productivity, as teams with neurodiverse professionals are 30% more productive than those without.

  1. Broader Talent Pool

Understanding neurodiversity in the workplace means you embrace inclusive hiring practices, including neuro-inclusion. As a result, you inadvertently tap into a bigger talent pool, which improves access to uniquely skilled individuals who would otherwise be overlooked in traditional hiring processes.

  1. Greater Adaptability

Workplaces that attract a variety of thinking styles are better prepared to adapt to change and to overcome complex challenges. Understanding neurodiversity in the workplace means you leverage varied cognitive styles, such as analytical, creative and strategic thinking, to respond successfully to unforeseen circumstances and obstacles.

  1. Improved Employee Engagement

A neuro-inclusive workplace, where differences are not only acknowledged but celebrated, promotes a profound sense of belonging. This type of nurturing environment boosts morale, motivation and loyalty, creating an atmosphere of empowerment and trust.

  1. Higher Attention-to-Detail

High attention to detail is a standout strength in many neurodiverse employees, particularly those with traits linked to ASD and ADHD. As a result, a company will see a reduction in errors, stronger compliance and safety, enhanced customer experience and early problem protection.

  1. Better Representation of Customers

A diverse workforce more accurately reflects the demographics and preferences of the customer base. When a company is neuro-inclusive, they gain deeper insights into the unique needs of customers and clients. As a result of this understanding, product design, marketing, and service delivery improve (and change) to meet a wider range of customer needs.

  1. Boost Staff Retention

Supporting a neuro-inclusive workplace boosts employee retention rates, which has significant positive benefits for a business’s long-term growth and success, including lower costs associated with hiring and training.

  1. Stronger Team Collaboration

When teams have a variety of communication and problem-solving skills, it strengthens overall team dynamics. As a result, teams are more creative and collaborative, as difference brings a unique perspective that promotes resilience in the face of challenges.

  1. Strengthen Company Culture

A neuro-inclusive workplace promotes greater empathy, collaboration and a sense of belonging for all employees. As such, you will directly improve company culture, which has a flow-on effect to better overall performance and reputation.

 

Understanding Neurodiversity in the Workplace

If you’d like to create a neuro-inclusive workplace, Understanding Neurodiversity in the Workplace is ideal professional development for you. Workplaces thrive on diversity, yet many systems are still based on narrow definitions of communication and collaboration. Whether you’re in HR, management or workplace development, this course provides the tools and knowledge to lead inclusion and support lasting organisational change.

What You’ll Learn

  • Foundations of Neurodiversity
  • Legal, Ethical & Cultural Responsibilities
  • Inclusive Hiring & Onboarding
  • Workplace Design & Adjustments
  • Leading Neurodivergent Talent
  • Applied Inclusion Strategy

 

Can we help you with professional development opportunities? Simply contact one of our Course Consultants today at 1300 76 2221 or use Live Chat for additional support.

Changing Workplace Culture – Why & How To!

What do the world’s most resilient and innovative companies have in common? They share a strong and intentional culture that drives all their actions. Notably, 83% of Australian workers perform better when they feel a sense of belonging, and 62% would consider leaving their job if they did not feel this connection. These statistics demonstrate that changing workplace culture is a strategic approach that allows companies to excel across all areas.

What Is a Culture-First Company?

So, what does it mean to be a culture-first company? A culture-first company places workplace culture at the heart of its business strategy by viewing it not as an afterthought or HR project, but as a priority for long-term success. Taking this approach is important for changing workplace culture in meaningful, lasting ways.

If you’d like to change your workplace culture, think about your strategies. Are they culture-first, reactive or performative? Unlike reactive strategies, which only address cultural issues when problems arise, or performative approaches, which may spotlight surface-level initiatives without deep commitment. On the other hand, culture-first companies are proactive and genuine. They don’t wait for high turnover or employee disengagement to act, nor do they rely on slogans or token efforts.

So, if you want a culture-first company, you need to intentionally influence the employee experience from the ground up. It connects leadership, policies, communication, and values to ensure that culture is an important aspect of every part of the organisation. This genuine commitment is what sets the foundation for changing workplace culture successfully and sustainably.

Culture-First Australian Companies

Take some inspiration from these culture-first Australian companies. As you’ll see, they’re doing something right!

  1. Canva (Sydney)

Canva is a tech company with a culture-first ethos that has helped attract and retain top global talent, promoting ongoing innovation.

What they do right

  • Prioritise team wellbeing
  • On-site chefs
  • Wellness programs
  • Open communication
  • Support internal mobility and personal development.
  • Collaborative, fun environment.

  1. Envato (Melbourne)

Envato is a highly regarded creative digital marketplace based in Melbourne with a focus on inclusive workplaces.

What they do right

  • Offer 100% flexible working, including a ‘start early, finish early’ model
  • Three months working overseas per year.
  • Share profits with staff
  • Maintain a deeply inclusive culture – especially for women

  1. TechnologyOne (Queensland)

TechnologyOne is a software leader based in Queensland, valuing diversity and is committed to creating an inclusive workplace.

What they do right

  • Regular employee feedback
  • Transparent leadership
  • Internal promotions
  • Focus on wellbeing
  • Gym access
  • Free meals
  • Share‑plan offerings

  1. SafetyCulture (New South Wales)

Brisbane-born software company focused on frontline workers. They build AI tools for frontline staff.

What they do right

  • Purpose-driven CEO who practices servant leadership (“inverted pyramid” model).
  • Emphasises humility
  • Emotionally intelligent leadership
  • Real-world impact over appearances

  1. Ansarada (Sydney)

Australian, Sydney-based firm specialising in deal‑management platforms, offering staff training, virtual catalyst sessions, campfire gatherings, community days and even a quarterly book club.

What they do right

  • Purpose-driven, people-centric culture.
  • Achieved Great Place to Work certification for over a decade
  • Flexible work
  • Strong L&D
  • Internal trust and collaboration

  1. Coles (Australia-wide)

Coles is a major Australian retail group that has gained a reputation for strong leadership opportunities and staff development.

What they do right

  • Embeds engagement surveys (“mysay”) into leadership routines
  • Empowers managers to act on real-time feedback.
  • Bi-annual pulse surveys and exit surveys
  • Promotes continuous improvement

  1. Bunnings (Australia-wide)

Bunnings is Australia’s leading home improvement retailer and is renowned for its focus on employee development and recognition.

What they do right

  • Invests heavily in training and career pathways
  • Recognition culture
  • Development opportunities
  • Retention-focused policies make work meaningful and attractive

Changing Workplace Culture

Why Culture-First Companies Outperform

Changing workplace culture to create a culture-first company has the following long-term flow-on impacts:

Higher employee engagement and retention

Only 21-23% of Australian employees report being truly engaged at work, while about 12% are actively disengaged, which is significantly below global averages. It’s a costly situation, as organisations with high employee engagement reduce turnover, support mental wellbeing and experience significant economic value.

Greater innovation and adaptability

A Deloitte Australia report highlights that embedding purpose, flexibility, and wellbeing into culture is essential to attract and retain Gen Z and millennials, who represent 67% of Australia’s future workforce. Further, a McKinsey Health Institute survey of 30,000 employees across 30 countries found that psychological safety, resilience, and adaptability at work are associated with high levels of engagement and innovation.

Competitive edge in recruitment and brand reputation

A strong company culture is a major drawcard for top talent. Candidates who resonate with a company’s culture are more likely to accept job offers, integrate faster into teams and are more engaged and productive in the workplace. According to Gallup’s Global Organisational Culture Indicator, employees who feel a strong connection to the company’s culture are 5.3 times more likely to recommend their organisation as a great place to work.

How to Create a Culture-First Company

If you’re looking to create a culture-first organisation, it’s important to follow a few crucial steps in changing workplace culture.

  • Lead by example – demonstrate the behaviour and ideals you want to see in your employees to model the culture you want to create.
  • Hire for values fit – When it comes to recruitment, make sure that the values of the candidate are a good fit for the position and the company you’re hiring for. It can be tempting to select the best or most qualified candidates, but a cultural fit is just as important.
  • Provide purpose – employees seek meaning in their work. Make sure there is a clear connection between responsibilities, the organisation’s goals, values and the broader social impact.
  • Learning & development opportunities – Provide employees with access to training, mentorship and opportunities for personal and professional development. A culture of learning encourages curiosity, adaptability and ambition.
  • Workplace wellbeing programs – implement personal wellbeing strategies for workplace cultural success.
  • Recognition & rewards – Recognise and reward outstanding work, celebrate achievements and regularly acknowledge employee efforts.

Avoid ‘Changing Workplace Culture’ Traps

Avoid falling into the following pitfalls when trying to change your company culture, as the gap between intention and action compromises trust and can undermine progress:

  • Saying the right things but failing to follow through
  • Treating culture like a ‘perk’ rather than a core business strategy
  • Letting culture become less central as the company grows

We hope this blog has inspired you to build a culture-first organisation. It’s clear that in today’s competitive job market, culture isn’t just a ‘feel-good’ initiative but a strategy toward high performance across many aspects of an organisation.

Professional Development for Culture Change

If you’d like to learn more about building a culture-first organisation, consider the following professional development courses:

Certificate of Organisational Development

A program ideal for those aiming to guide cultural transformation and organisational development with a focus on:

  • Leadership
  • Organisational strategy
  • Change management
  • Workplace communication
  • Creating innovative environments to drive productivity and culture at scale.

Certificate of Change Management

Focuses on managing organisational change with proven frameworks, which is crucial for any organisation shifting to culture-first strategies. You’ll learn about:

  • Change models and frameworks
  • Leading change
  • Change planning & implementation
  • Change, people & culture
  • Evaluating & sustaining change

Can we help you with professional development opportunities? We can provide customised training solutions to suit your company’s unique needs and challenges. Simply contact one of our Course Consultants today at 1300 76 2221 or use Live Chat for additional support.

Micro-Boundaries Checklist. Are You Crossing Any?

Whether you want to set boundaries or respect them, you should learn about micro boundaries to maintain a psychologically safe workplace.. The small things we do every day, which include ‘micro-boundaries’, set the tone for how we feel in the workplace. Many people think about boundaries in the obvious or extreme sense, such as harassment, but micro-boundaries matter just as much. In this blog, we provide a practical checklist of everyday actions that can help create a more respectful, professional, and psychologically safe workplace.

What Are Microboundaries?

Those subtle, often overlooked behaviours that either respect or cross someone’s boundaries are known as micro-boundaries.

Think about the last time you were in a meeting. Did someone blatantly talk over you while you were trying to make a point or explain something important? If so, that’s an example of someone crossing a micro-boundary—especially if it made you feel uncomfortable or dismissed.

Now flip the perspective. Have you ever shown up unannounced at someone’s desk or touched their belongings without asking? Even if your intentions were harmless, you may have unintentionally crossed a boundary for someone else.

Understanding and respecting micro-boundaries is key to creating a safe, inclusive, and professional workplace. These everyday interactions shape how we feel at work—and how we treat each other.

So, let’s take a look at all (well, not an exhaustive list, but certainly an extensive one) of the micro-boundaries that exist in the workplace—and explore how to ensure they’re respected.

Micro Boundary Checklist  (How to Set Boundaries at Work)

Micro-boundaries are often invisible, but they make a visible difference. When you’re mindful of these everyday actions, you help create a workplace that feels safe, inclusive, and professional for everyone.

Communication boundaries

How we communicate with others sets the tone for setting boundaries at work. A boundary-respecting workplace pays attention to communication styles.

  • Ask before giving feedback, especially in front of others.
  • Check if someone is available before launching into a conversation.
  • Avoid personal questions unless the other person invites the topic.
  • Don’t comment on appearance unless it’s appropriate and professional.
  • Use inclusive, respectful language—avoid slang or inside jokes that could isolate others.
  • Don’t interrupt or speak over others, especially in meetings.
  • Avoid “jokes” or teasing that could be uncomfortable, even if you think they’re harmless.
  • Accept when someone says “no”—without questioning or pushing further.

Time boundaries

When you’re looking for how to set boundaries at work, don’t forget time-respecting micro-boundaries. Boundaries around time help everyone work productively and promote a healthy work-life balance, which is so essential for mental and emotional health and well-being. Check yourself and others on these time-related micro-boundaries.

  • Respect calendar blocks, lunch breaks, and out-of-office times.
  • Don’t assume someone is “available” outside work hours.
  • Avoid sending late-night messages unless it’s urgent—and state clearly that no reply is needed until working hours.
  • Start and finish meetings on time—respect people’s schedules.
  • Give people notice before dropping tasks or meetings on them.

Digital & space boundaries

Personal boundaries are important even in shared spaces, whether digital or physical. So, make sure you’re aware of how to set boundaries at work that allow others to have the space they need.

  • Knock or announce yourself before entering someone’s office or workspace.
  • Don’t read over someone’s shoulder or hover without invitation.
  • Ask before using or moving someone’s desk items or personal space.
  • Mute your mic when not speaking in virtual meetings to avoid distractions.
  • Use headphones in open-plan offices when watching videos or making calls.

Work & information boundaries

Consent applies to professional content, too. So, ensure you’re not crossing any boundaries here by making sure you adhere to work and information boundaries.

  • Ask before forwarding or sharing someone’s email, message, or work.
  • Credit others properly when using their ideas or contributions.
  • Avoid CC’ing or BCC’ing people unnecessarily—respect privacy.
  • Don’t assume access to shared drives or documents unless you’ve been given permission.

Emotional & psychological boundaries

Respect is also about how people feel, and emotional and psychological boundaries create safety. When you’re thinking about how to set boundaries at work, consider how you’re contributing to psychological safety.

  • Don’t expect emotional labour from colleagues (e.g. explaining trauma, identity, or experiences).
  • Respect silence or disinterest—not everyone is comfortable discussing specific topics.
  • Be mindful of personal struggles and don’t pry into mental health or private matters unless invited.
  • Support, don’t pressure, when encouraging participation in team-building or social events.

 

Boundaries at work

Why Micro-Boundaries Matter

Small actions play a crucial role in building trust, promoting psychological safety, and reducing stress in the workplace. When these actions are overlooked, they can lead to discomfort, conflict, or even formal complaints. It’s important to respect boundaries, even micro-ones, especially if you work in a diverse environment where there are various communication styles and cultural norms. Respecting micro boundaries is critical to maintaining a psychologically safe and productive workplace.

Want to Learn More?

If you want to learn more about how to set boundaries at work, consider our Consent and Boundaries in the Workplace course, which will deepen your understanding of respectful communication and help you and your team build a boundary-aware culture.

Consent & Boundaries in the Workplace

Whether you’re working solo, as part of a team, or managing others, this course offers you the tools to ensure consent and professional boundaries are respected. You’ll explore how to identify and manage consent and boundaries in a professional setting.

What You’ll Learn
  • Communication strategies to establish boundaries and request consent in meetings, emails, and collaborative work.
  • Recognise early signs of discomfort, navigate jokes and informal interactions, and support psychological safety.
  • The importance of bystander intervention, inclusive language, and assertive communication to promote a culture where everyone feels valued.
  • Policies, responsibilities, reporting pathways, and leadership strategies to ensure long-term cultural change.

Can we help you understand how to set boundaries at work? Simply contact one of our Course Consultants today at 1300 76 2221 or use Live Chat for additional support.

Why Study Herbalism?

Herbalism is the ancient practice of using plants to promote health and healing. But what exactly is herbalism, and why is it still widely used today? In this blog, we will explore the history of herbalism as a healing practice, its modern applications, and how it can serve as a valuable opportunity for professional development and a potential career choice.

What is Herbalism?

Herbalism is the study and use of plants for medicinal and therapeutic purposes. It’s rooted in the traditional medicine systems, such as Ayurveda, Traditional Chinese Medicine and Western herbal traditions. At the heart of herbalism is a desire to support wellness holistically – not just treat symptoms, as is common in traditional medicine.

 

“The natural healing force within each one of us is the greatest force in getting well.  Our food should be our medicine.  Our medicine should be our food.” ~Hippocrates.”

 

A Brief History of Herbalism

Herbalism has a history that spans thousands of years, with early references found in the texts of ancient civilisations such as the Sumerians, Egyptians, and Chinese. In both Traditional Chinese Medicine (TCM) and Ayurveda, herbs have played a crucial role in healing practices. In ancient Greece, notable figures such as Hippocrates and Dioscorides laid the foundations of herbal medicine, which later influenced European medical practices.

However, the rise of modern science and the pharmaceutical industry in the 19th and 20th centuries led to a decline in the popularity of herbalism in the West. Despite this, herbalism has remained an essential part of many cultures worldwide. A growing trend currently involves integrating traditional knowledge with contemporary research and complementary medicine as an approach to health and wellness.

Benefits of Herbalism Today?

Herbalism offers numerous benefits for preventative health and healing. It supports the body’s natural processes, reduces reliance on synthetic medications, and promotes overall well-being through gentle, plant-based remedies. This holistic approach to health considers the whole person—mind, body, and environment. Here are some common ways in which herbalism is integrated into wellness and healing:

  • Herbal teas and tinctures
  • Skin and body care products
  • Herbal first aid (e.g., calendula, arnica, aloe)
  • Wellness consultations by clinical herbalists
  • Complementary therapy in naturopathic and holistic practices

10 Common Herbs & Their Uses

When you study herbalism, you’ll discover there are many varieties of herbs that support health and wellbeing, but these ten stand out for their unique health benefits and everyday uses.

  1. Chamomile

    Known for its calming effects, chamomile is often used to ease anxiety, promote restful sleep, and soothe digestive discomfort.

  2. Peppermint

    A refreshing herb that supports digestion, relieves nausea, and can ease headaches. Its essential oil is also used for respiratory relief.

  3. Lavender

    Popular for stress relief and sleep support, lavender is also used topically for minor burns, insect bites, and skin irritation.

  4. Ginger

    A warming herb known for its anti-inflammatory and digestive properties, and commonly used for nausea, colds, and joint pain.

  5. Echinacea

    Often used to support the immune system and help the body fight off colds and infections more quickly.

  6. Turmeric

    Rich in curcumin, turmeric is used for its anti-inflammatory and antioxidant benefits. It supports joint health and overall wellness.

  7. Lemon Balm

    A gentle herb for calming the nervous system, reducing anxiety, and supporting sleep. Also helpful in digestive blends.

  8. Nettle

    Packed with nutrients, nettle supports healthy energy levels, reduces inflammation, and is often used to relieve symptoms of seasonal allergies.

  9. Rosemary

    Stimulates circulation, supports memory and focus, and is commonly used in hair and scalp treatments for growth and shine.

  10. Calendula

    A skin-soothing herb used in salves and creams to heal wounds, rashes, and dry skin. Also supports digestive and lymphatic health when taken internally.

Lavendar herbal

Why Study Herbalism?

If you’re thinking about studying herbalism, it’s important to consider the benefits of this investment, considering your motivations and goals. Herbalism is ideal for anyone seeking to improve their personal health and wellbeing naturally, but it’s particularly beneficial for parents, caregivers, and community leaders who wish to administer gentle, plant-based remedies. Those working in the health and beauty industries can benefit from incorporating herbal knowledge into their services. At the same time, those simply curious about natural remedies will feel empowered to make informed health choices, utilising nature as their medicine cabinet.

When you study herbalism, you’ll:

  • Learn about plant identification, safety, usage, and interactions
  • Understand how to prepare herbal remedies
  • Explore ethics, sustainability, and cultural considerations
  • Apply knowledge in professional or personal settings

Careers in Herbalism

Studying herbalism can provide a myriad of opportunities in a wide range of careers in the natural health and wellness industry. It can lead to fulfilling roles in complementary therapies, such as acupuncture, aromatherapy and naturopathy. It can also be an exciting opportunity to start your own successful business, offering natural products, such as teas, tinctures, salves and skincare. It’s also an ideal adjunct therapy to complement those already offering alternative therapies, such as massage therapy, nutrition, or wellness coaching.

  • Complementary therapy roles
  • Starting a natural products business
  • Working in health food stores or holistic clinics
  • Enhancing services in massage therapy, nutrition, and wellness coaching

Whether you’re looking to start a new career or extend your knowledge in your current role, herbalism offers many meaningful opportunities in natural health and healing.

Certificate of Medicinal Herbs

Our Certificate of Medicinal Herbs is suitable for both beginners and those seeking to advance their skills in herbalism. It offers foundational knowledge by blending traditional wisdom with modern scientific principles. You’ll learn how herbs work in the body, explore systems like Ayurveda and Traditional Chinese Medicine (TCM), and gain practical skills in identifying, growing, and ethically harvesting common Australian medicinal plants. You’ll also learn to prepare herbal remedies, such as teas, tinctures, and salves, using safe methods suitable for home use.

Topics include:

  • Introduction to medicinal herbs
  • Plant identification and harvesting
  • Herbal preparation methods
  • Herbal actions and body systems
  • Medicinal herbs and healing plants – directory
  • Herbal safety and legal considerations
  • Building a home herbal practice

 

If you’d like to connect with nature through herbs, improve your health and wellbeing naturally, or even start your own home apothecary, why not study herbalism? For further information, simply contact one of our Course Consultants today at 1300 76 2221 or use Live Chat for additional support.

7 Careers That Benefit from Grief and Loss Training

Grief is a complex emotion, so gaining a comprehensive understanding of it is crucial for both personal well-being and professional success. This knowledge will enhance your own emotional resilience and empower you to connect more deeply with others who are grieving, ultimately leading to stronger relationships.

If you work in one of the following seven careers, grief and loss training skills are a powerful tool that can also boost your career, confidence and compassionate communication.

What Are Grief Counselling Skills?

Grief counselling skills help you support those who are processing loss, helping them to understand and navigate their emotions in a healthy way. The skills most important in grief counselling help clients find personal meaning in their experiences and include:

Active listening

When you are fully attending to what someone is saying without judgment or interruption, you allow them to feel heard and understood.

Empathic communication

Empathy is reflected when you communicate with sensitivity and compassion, which validates emotions without trying to “fix” the problem or rush the process.

Trauma-informed care

If you are able to understand how past trauma can influence a person’s response to loss and create a safe, supportive environment, you are providing trauma-informed care.

Being present

Being emotionally present and calm in the face of distress, without imposing advice or solutions, is a key skill in grief counselling. Grief cannot be fixed; it can only be worked through.

Recognising types of grief

Understanding the nuances of grief, including anticipatory grief, disenfranchised grief, and complicated grief, helps you to support to each individual’s grief experience.

These are not grief and loss training skills, but are deeply human skills that are important inside and outside the therapy room.

Careers That Benefit Most from Grief and Loss Training

Grief and loss training provides essential skills for navigating emotional challenges, enhancing support across various professions. Here are the careers that benefit the most:

  1. Healthcare Professionals

Nurses and doctors often deal with grief when patients and families experience severe illness or end-of-life situations. Grief and loss training helps them offer compassionate communication and guidance through the grieving process.

  1. Education Sector

Teachers and counsellors are crucial in supporting students facing loss. Training equips them to recognise signs of grief and create supportive environments, enabling students to cope effectively.

  1. Social Work

Social workers, including caseworkers and child protection advocates, often assist clients who are dealing with loss. Grief and loss training ensures they can provide empathetic support and effective interventions.

  1. Human Resources

HR professionals often must navigate complex workplace dynamics during employee loss and bereavement. Understanding grief helps them support grieving employees, create effective bereavement policies, and promote a compassionate workplace culture surrounding loss.

  1. Spiritual Care Providers

Chaplains and funeral directors provide comfort during difficult times. Grief and loss training enhances their ability to offer support and facilitate meaningful experiences for those experiencing loss.

  1. Emergency Responders

Police, paramedics and firefighters often face traumatic situations involving loss. Training enables them to manage their emotional responses while also successfully assisting victims and their families.

  1. Coaches and Counsellors

Coaches and counsellors benefit from having a comprehensive understanding of grief, allowing them to strengthen client relationships and develop strategies for emotional healing.

Grief counselling blog image

Grief and Loss Training for Professional Development

Grief and loss training builds both personal insight and professional confidence, equipping you to respond to loss in ways that are respectful, meaningful, and healing. While some careers are more likely to require these skills, all professionals and individuals will benefit from understanding grief and its management.

Enhance communication skills

Gaining skills to help people cope with grief emphasises deep listening and empathetic responses, which are vital for conflict resolution, effective team leadership, and improving client interactions.

Build trust and connection

Learning to navigate conversations about grief enhances approachability and respectability, promoting a supportive workplace culture.

Boost emotional intelligence

You will naturally develop the ability to remain calm under pressure, recognise personal emotions, and support others effectively, contributing to a healthier work environment.

Manage burnout

Learn essential self-care techniques and how to establish professional boundaries, which are crucial for preventing burnout and promoting long-term career health.

Increase employability

Gaining grief counselling skills emphasises a commitment to compassionate leadership, enhancing your resume for roles in counselling, caregiving, and client-facing positions, making candidates more competitive in the job market.

 

Why Study the Certificate of Grief Counselling?

If you want to cultivate empathy and support others through life’s hardest moments, a grief counselling course will help you build a more person-centred career. Grief affects everyone differently, and supporting someone through loss requires compassion, knowledge, and skill. The Certificate of Grief Counselling is designed for those working in counselling, healthcare, education, community services, or pastoral care.

This course explores:

  • Major grief theories
  • How grief is experienced across the lifespan
  • Recognise normal and complicated grief
  • Understand cultural and spiritual influences
  • Develop core counselling skills (active listening, empathy, and ethical practice)
  • Explore practical tools and interventions for trauma, sudden loss, and prolonged grief
  • Art therapy, narrative approaches, and group work

On completion of this course, you’ll feel confident providing compassionate, culturally sensitive grief support across a range of professional and community settings.

Can we assist you in navigating professional development opportunities? Simply contact one of our Course Consultants today at 1300 76 2221 or via Live Chat for further information and support.

Career Break Comeback Plan (Rebuild Your Confidence)

There’s no doubt about it. Getting back into work after a career break is daunting, but it doesn’t have to mean starting from scratch. In fact, career breaks are quite common and can be an opportunity for personal growth. You see, over the months or years that you’ve been away from the workplace, you’ve probably gained valuable experience that relates to your career. In this blog, we provide a plan to help you return to work after a career break, starting with building your confidence.

Step 1 – Rebuild Your Confidence

It’s going to take time, and you’ll likely have to accept that some rustiness is normal. But be sure to celebrate small wins to build your confidence. As you’re getting back into work after a significant career break, seemingly small tasks like updating your LinkedIn profile or attending a networking event help you reclaim your career. You should also reflect on what you’ve learned during the break, whether it’s resilience, organisation or perspective. This step is crucial in regaining confidence and restarting your career journey.

Confidence boosters to try:

  • Write a list of all the achievements you’re proud of
  • Practice your elevator pitch until it’s perfect
  • Start each day with an achievable goal
  • Reconnect with a support colleague or mentor
  • Take a short professional development course to refresh your skills
  • Update your working wardrobe to dress for the job you want

Step 2 – Identify Your Transferable Skills

In the time you’ve been away from work, you’ve likely acquired soft skills, whether from parenting, travel or recovery, which can be an asset when you return to your career. It’s about being able to communicate these skills as a positive contribution to your personal growth. You’ll likely have developed resilience, adaptability and emotional intelligence in real-world situations. Let’s take a look at the most common reasons for long-term career breaks and the inherent benefits they can offer your career.

Travel

If you’re lucky enough to have taken a career break to broaden your horizons by travelling, you’ve likely gained a wealth of career-enhancing skills. While you were navigating unfamiliar environments and immersing yourself in new cultures, you have likely developed adaptability, learning how to adjust your plans and expectations. The flexibility you need as a traveller is crucial to the workplace, where the ability to pivot and embrace new challenges is highly valued. Travel also requires meticulous planning and organisational skills, which are crucial for managing projects and meeting deadlines in a professional context. Travelling also encourages you to communicate outside your comfort zone with a variety of people, which builds your interpersonal skills.

Parenting

Parenting is arguably the most challenging job you’ll ever do, and most wouldn’t argue this position. It’s undoubtedly a training ground for developing important skills that are highly transferable to the workplace. The experience of parenting demands exceptional time management, as you juggle a multitude of competing priorities, from coordinating schedules and appointments to managing household chores.  You’re also likely to be a seriously seasoned negotiator after navigating bedtime routines, sibling disagreements and homework commitments. Multitasking will also become second nature as you balance multiple priorities throughout the day, thereby strengthening your ability to adapt to fast-paced work environments where competing demands are a regular part of the day-to-day.

Burnout recovery

If you’ve experienced occupational burnout, the recovery process has likely led to the development of crucial skills, such as self-awareness, boundary setting, and improved emotional regulation. Recovery from burnout is highly challenging, but it can help you understand yourself better, from recognising your personal limits to managing stress and becoming more resilient in the face of future career setbacks.

Step 3 – Getting Back into Work Strategically

When getting back into work, it’s essential not to be tempted to try to catch up on lost time. You should instead focus on rebuilding your career sustainably, taking into consideration your long-term goals, as they may have changed.

Are you now in a position where flexibility is important? You should begin by exploring part-time, freelance or even volunteering roles that allow you to reintegrate into the work environment gradually. In this way, you take the pressure off while also expanding your networking opportunities and gaining valuable experience.

If you find skills gaps, especially if a considerable amount of time has passed since you were at work, take the initiative to invest in your professional development. There are many short online courses that can help you returning to work with confidence.

You may also find it helpful to develop effective workplace habits early in the getting back into work journey, such as:

  • Time-blocking – assign specific time slots for focused work, emails, and breaks
  • Use the 2-minute rule – if a task takes less than 2 minutes, do it immediately
  • Start each day with a priority list – limit to 3–5 key tasks
  • Schedule short breaks – use the Pomodoro technique (25 min work / 5 min break) to maintain focus
  • Batch emails – check and respond to emails at set times (e.g., 10 AM and 3 PM)
  • Set weekly review time – reflect on achievements and plan for the next week
  • Mute unnecessary notifications – reduce digital distractions for deeper focus
  • Keep a ‘Done’ list – track completed tasks to boost morale and momentum
  • Use a task manager – tools like Monday or Microsoft To Do can help you stay organised

Step 4 – Update Your Professional Profile

It’s important to update your résumé and LinkedIn profile with a confident, honest career break entry when you’re returning to work. Ensure that you include any personal projects, studies, or voluntary roles undertaken during your career break. It’s also smart to have your ‘career break comeback pitch’ well-rehearsed for interviews.

You can use the following as a guide to write your own pitch:

“I took a career break to focus on [parenting/travel/recovery], and I’m now returning to work with a renewed focus and real-world skills that complement my previous experience.”

Step 5 – Create a Support Network

Building a support network is crucial after taking a career break. Returning to work is easier when you engage with others who have shared similar experiences. Consider joining alumni groups or professional development networks to establish valuable connections and access resources. It’s also an ideal way to seek mentorship as people appreciate the opportunity to support comeback stories and share their own insights.

 

Apply PD Skills

Career Comeback Checklist

Getting back into work after a career break may be challenging, but with this Career Comeback Checklist, you at least feel prepared and embrace this new opportunity with confidence.

Reflect & Reset

  • Identify why you’re returning to work and your new goals
  • Assess what’s changed in your industry or career field
  • Reflect on new skills gained during your career break
  • Acknowledge any skills gaps and commit to professional development

Update Your Career Tools

  • Refresh your resume and make sure it reflects your current goals
  • Optimise your LinkedIn profile with a clear headline and recent skills
  • Prepare a simple, confident explanation for your career break (see above)
  • Perfect your elevator pitch

Rebuild Professional Focus

  • Understand your ideal role, work culture, and flexibility needs
  • Define your transferable skills and how they add value
  • Set short-term and long-term career goals
  • Consider upskilling or taking a short course (e.g. communication, leadership)

Reach Out & Reconnect

  • Reach out to former colleagues, mentors, or industry contacts
  • Attend networking or industry events
  • Join relevant professional groups or forums
  • Let people know you’re open to opportunities

Organise Your Job Search

  • Set up job alerts and monitor relevant job boards
  • Create a time-blocked weekly schedule for job search and applications
  • Write cover letters that are unique to each application
  • Practice answering common interview questions, including explaining your break

Support Your Transition

  • Establish a daily routine that includes breaks and self-care
  • Use time-management tools (e.g., time-blocking)
  • Celebrate small wins to build confidence and motivation
  • Stay patient as career comebacks take time

 

Taking a career break allows you to take a fresh perspective on your career. It’s an opportunity to prioritise your well-being and commitment to a real work-life balance.  When returning to work, make sure to capitalise on the new experiences and skills you now bring to the workplace. Can we help you with return-to-work professional development? Simply contact one of our Course Consultants today at 1300 76 2221 or via Live Chat for information and support.

6 Career Lessons from Psychology (No Therapy Required)

You don’t need to be in therapy to understand the benefits of psychology in the workplace. In this blog, we will explore six important psychological principles that significantly impact professional development and career success. Understanding these principles can boost your relationships, improve productivity, and contribute to a more positive work environment.

These six principles offer valuable insights into human behaviour and motivation, providing you with the tools to navigate challenges and achieve your career goals. Whether you’re looking to improve your leadership skills, enhance team collaboration, or boost your personal growth, psychology in the workplace can fast-track your professional success.

 

  1. Cognitive Dissonance

Cognitive dissonance is the discomfort we feel when our actions don’t match our beliefs. More specifically, it’s a psychological tension that occurs when you hold two or more conflicting beliefs, values, or attitudes. This internal conflict can lead to stress, reduced job satisfaction, and decreased motivation. Managing cognitive dissonance at work is crucial, as it can be a powerful tool for professional growth, positive change, improved decision-making, and enhanced leadership and integrity.

Example

You want to apply for a promotion at work, but you haven’t enrolled in the professional development course that will make you a suitable candidate.

Career lessons

  • Use discomfort as a motivator for positive change
  • Set public goals to increase your accountability, as this will reduce dissonance by connecting your behaviour with your stated goals
  • If you’re a leader but lack important skills, take on professional development opportunities to close the gap and reduce internal conflict
  • Identify where your values and actions clash and resolve this mismatch to prevent stress and occupational burnout
  • Challenge yourself to question justifications for staying in unsatisfying roles and consider a new direction that supports your long-term career goals

 

  1. Confirmation Bias

Confirmation bias occurs when we seek information that confirms our beliefs while ignoring or downplaying evidence that challenges these beliefs. In psychology in the workplace, confirmation bias can lead to poor decision-making, bias in hiring, resistance to change, stifled creativity and missed opportunities for growth.

Example

A hiring manager believes remote workers are less productive and unreliable. When one remote employee misses a deadline, she sees it as proof but ignores the three remote workers who delivered early.

Career lessons

  • Don’t rely solely on gut feeling, but seek data and different perspectives that may contradict your first impressions (especially in decision-making and hiring)
  • Collaborate with people from diverse backgrounds to gain different perspectives from your own
  • Use structured criteria when hiring to avoid unconsciously favouring clients who ‘seem like a good fit.’
  • Be open to criticism from people who will challenge you constructively
  • When new strategies or tools are introduced at work, don’t default to negativity, but consider the evidence and give new approaches a chance

 

  1. Habit Loops

Habit loops are the psychology in the workplace that involve small wins gained via a neurological pattern that governs a habit. The loop has three key parts, including cue (the trigger that tells your brain to start a behaviour), routine (the behaviour itself) and reward (the benefit that reinforces the habit). It’s a concept made famous by Charles Duhigg, author of The Power of Habit, and is crucial to understanding habit formation. In the workplace, positive habit loops support productivity and team growth, but negative loops can sabotage focus and performance.

Example

A manager feels stressed after reading a difficult customer review via email, so they scroll social media to escape the discomfort and feel temporarily distracted.

Career lessons

  • Notice what triggers your unproductive habits, such as checking your phone when you get stuck on a challenging task
  • Replace unhelpful behaviours with useful ones. If stress triggers procrastination, try a two-minute breathing exercise
  • Celebrate small wins to reinforce good work habits, even simple rewards like a short walk after completing a to-do list can build your momentum
  • Turn beneficial behaviours, like time blocking, into routines so they become second nature
  • If you’re stuck in a cycle of bad habits, such as reacting defensively to feedback, break the loop by changing either the cue or the response

Psychology in the workplace blog

The Halo Effect

The halo effect is a cognitive bias in which a strong first impression can influence how someone is viewed long-term. In this psychology in the workplace principle, a strong first impression, appearance, or a single success can lead others to assume competence in many areas, whether true or not.

Example

Jason is outgoing and funny in meetings, making him well-liked by the team. As a result, he’s seen as highly productive when in reality he misses deadlines and relies on others to complete his tasks.

Career lessons

  • Whether in interviews or presentations, dress well, speak clearly, and lead with confidence.
  • Highlight a strong trait or achievement, as a visible success can positively influence how people see you.
  • Once you’ve made a good impression, make sure you follow up with reliable, quality work to maintain the expectations you’ve set.
  • Be aware of a bias in the way you view others. Don’t let charm, confidence or similarity biases affect your assessment of someone’s actual performance or potential.
  • Ask colleagues or mentors if your strengths or image may overshadow areas where you require growth.

 

  1. The Zeigarnik Effect

The Zeigarnik Effect is a psychological phenomenon in which our minds hold onto incomplete tasks more than completed ones. This ongoing mental tension motivates us to want to finish what we start, even if we have stalled or moved on. In a career context, unfinished tasks can drain focus, increase stress and reduce productivity. However, this effect can also strategically boost motivation and encourage momentum.

Example

Jane can’t stop thinking about an unfinished report and feels mentally cluttered because she has too many unfinished tasks—she stays late every day for weeks to complete it.

Career lessons

  • If you’re feeling mentally cluttered could be all those unfinished projects. Keep a task list and close the loop to stay focused.
  • Break big goals into smaller, manageable tasks
  • Use an ‘open loop’ to boost your focus. Begin a task without pressure to complete it, and the mental tension will often be enough motivation to bring you back to complete it.
  • Don’t juggle too many tasks at once. Prioritise finishing key items before starting new ones.
  • Make lists or keep a planner to organise tasks in order of priority, which will help your brain relax.
  • Start projects early, even if it’s just a rough outline, to build intrinsic motivation and reduce procrastination.

 

  1. Priming

Priming is a psychological effect in which exposure to certain stimuli (words, images, and experiences) influences our thoughts and behaviour, often unconsciously. In the workplace, priming can impact your mood, performance, decision-making, and even how others perceive you, often without anyone realising this is happening.

Example

Before a team brainstorming session, a manager shows a short video about innovation at Apple.

Career lessons

  • Start your day with purpose — read something motivating or review goals to prime your mindset for success.
  • Surround yourself with visual cues such as inspirational quotes, calendars or uplifting colour schemes, to reinforce goals and values.
  • Use keywords or visuals that reinforce your message and influence how your ideas are received.
  • Avoid negativity or distractions that unconsciously shift your positive mindset.
  • Reframe challenges using ‘growth mindset’ language like a ‘learning opportunity’ instead of ‘extra work’, shifting your response to setbacks.

 

You don’t need to see a therapist to benefit from psychology in the workplace. Simply apply psychological principles, such as cognitive dissonance, habit loops, confirmation bias, the Zeigarnik effect, and priming, to understand your behaviours and improve how you work, manage, and develop in your career. We hope these insights boost your self-awareness and lead to better decision-making, stronger relationships, and long-term professional success.

 

Can we help you with professional development at work? Simply contact one of our Course Consultants today at 1300 76 2221 or via Live Chat for information and support.

Beware of Psychosocial Hazards at Work

They’re the hidden dangers of the workplace, and if you’re not aware, these hazards can go undetected until you’re burned out. If you identify with any of the psychosocial hazards, they could be detrimental to your mental and physical health. But don’t worry, there are steps you can take to improve and remove psychosocial hazards at work. In this blog, we explore common psychosocial hazards at work, why they matter, and how to identify, manage, and minimise them.

What are Psychosocial Hazards?

Psychosocial hazards are psychological and social factors that can negatively impact your work experience and have consequences for your psychological and even physical well-being at work. These hazards include those relating to your job, including security, demands, expectations, poor support, and even bullying and harassment.

Job Insecurity

Job insecurity is experienced when you feel your job is at risk or that future work opportunities with an organisation are uncertain. It directly impacts your psychological safety at work, triggering chronic stress, worry, anxiety and can contribute to depression. If you experience job insecurity, you might find it difficult to sleep and concentrate, and it can even lead to physical complaints like high blood pressure and headaches.

What to Do:

  • If possible, talk to your manager or supervisor to clarify your role, future plans, and any changes causing you concern.
  • Prioritise quality work to maintain strong performance.
  • Invest in professional development to upskill or cross-train for other roles or careers
  • Boost your professional network.

 

Work Demands & Expectations

Work demands and expectations are the physical, mental, and emotional effort required to meet job expectations. Whether your work demands exceed or underwhelm your capacity, they will have a detrimental impact on your well-being. An imbalance between demands and resources often results in exhaustion, burnout, anxiety, depression, physical ailments, and reduced job satisfaction.

What to Do:

  • Acknowledge it early. Talk to your manager and present possible solutions (delegating, reprioritising, adjusting deadlines or taking on extra tasks if your workload is underwhelming and you’re bored at work).
  • Take regular breaks and manage your energy
  • Practice stress management

Work-related Social Isolation

Work-related social isolation occurs when one lacks meaningful interactions, support, and connections with colleagues and the wider organisation. It can occur in physical and remote workplaces and result from working alone, limited opportunities for social engagement, minimal inclusion in discussions, or feeling excluded from the workplace culture. Because we’re social creatures, connection is crucial to psychological well-being, motivation, engagement and performance.

What to Do:

  • If you work remotely, schedule virtual catch-up or informal chats.
  • Join team meetings, social groups or professional associations where possible.
  • Access any mental health support at work if you’re experiencing isolation, which is affecting your well-being.

Poor Support

If you’re experiencing a lack of practical, emotional or professional assistance from colleagues, managers, or your organisation, you’ll likely find that the psychological burden of your job increases. As a result, you may feel stressed, helpless and burned out in the workplace.

What to Do:

  • Ask for regular performance reviews
  • Build relationships with peers, mentors and professional associations.
  • Be honest about your support needs at work.
  • Communicate with a manager or supervisor if you are struggling or lacking the tools you need to succeed in your role

Bullying or Harassment

Bullying and harassment can occur in any workplace and can have a serious impact on both mental and physical health. Bullying involves repeated, unreasonable actions directed at an individual, while harassment consists of offensive behaviours that humiliate, intimidate, or threaten someone. It’s important to identify and report these forms of antisocial behaviour to protect your well-being at work.

What to Do:

  • Understand your workplace rights and legal protections
  • Document incidents with dates, time and any witnesses
  • Seek support from HR, union representatives or colleagues
  • Raise the concern directly with the offending person if you feel safe to do so
  • Seek legal advice if bullying or harassment continues

Inadequate Reward or Recognition

Your work quality and mental health will be affected if you don’t feel your efforts, skills and contribution are valued by your organisation. It’s not just about your salary but includes everything from verbal appreciation to career progression opportunities, bonuses, and organisation-wide recognition and positive feedback. If you’re not feeling appreciated, you’ll feel less competent, autonomous and relatable, which leads to feelings of frustration and resentment.

What to Do:

  • Advocate for your own development opportunities
  • Ask for constructive feedback and recognition (where appropriate)
  • Ask for performance expectations and career development opportunities
  • Keep a record of your accomplishments for performance reviews

Psychosocial Hazards Matter

If you’re affected by any of these psychosocial hazards at work, it’s crucial to talk to a manager or supervisor, not just to protect your health but also to ensure the well-being of the organisation. If there are many psychosocial impacts at the workplace, it can lead to:

  • Mental and physical health impacts
  • Workplace absenteeism
  • Poor morale
  • Legal risks
  • Financial cost to the business

Don’t let the often-hidden dangers of psychosocial hazards erode your well-being and productivity at work. Whether it’s a lack of support, social connection, recognition, or even more overt hazards such as bullying and harassment, be proactive and take steps to create a safer, healthier, and more positive workplace for yourself and your colleagues.

 

Can we help you with professional development opportunities? If you’d like to learn more about protecting yourself and your colleagues from psychosocial hazards, our Psychological Safety at Work Program is ideal. Simply contact one of our Course Consultants today at 1300 76 2221 or via Live Chat for information and support.

Geography of Work (Part 2) The Sensory Space

In Part 1 of our Geography of Work series, we explored how physical spaces, from home offices to corporate headquarters, influence focus, collaboration, and autonomy. But there’s more to wellbeing at work than simply where you sit. In Part 2, we take a closer look at how often-overlooked sensory elements, like lighting, noise, ergonomics, and social dynamics, profoundly influence how we feel, think, and perform at work. Whether remote, hybrid, or on-site, optimising your environment can make the difference between surviving and thriving at work.

Lighting, Noise, and Ergonomics

Sensory inputs like lighting, noise, and the ergonomics of your work area all significantly impact your well-being at work. Specifically, they have a powerful psychological and physical influence, determining your comfort, energy levels, and ability to focus on work throughout the day.

Lighting

You can lighten the load by boosting your exposure to natural light in your workspace. Unlike artificial fluorescent lighting, offices with abundant natural light can enhance alertness and boost morale. It can also support better sleep, as workers exposed to natural light were found to get 46 more minutes of sleep per night than those who aren’t. If you work in a commercial office, consider asking if you can move your desk closer to a window. You may also find that it leads to better sleep.

Noise

If you work in a noisy, open-plan office, you’ll likely experience stress, distraction and even headaches during your workday.

While some noise in a workplace is inevitable, when it starts to impact your well-being and productivity, it’s time to make some changes.

What can you do to reduce noise?
  • Be mindful of the volume of your own voice, especially if you’re speaking on the phone.
  • Ensure your personal devices, like mobile phones, are kept on low volume or silent at work to avoid adding to office noise.
  • If you need to take a call on your mobile phone, consider going outside or to a quiet room.
  • If noise bothers you at work, take temporary noise breaks, such as going for a short walk outside or drinking water.
  • You can also curate your own sound to escape the noise. Think soft music or white noise by wearing noise-cancelling headphones to block chatter and increase your productivity and creative flow.

Geography of Work Part 2 Sensory Wellbeing at Work

Ergonomics

Your health and well-being at work are hugely influenced by how comfortable you are in your workspace. Many people spend long hours sitting at a desk, leading to poor workstation ergonomics and serious consequences, including discomfort, fatigue, and even long-term injury. Many practical strategies can be implemented to improve ergonomics, including height-adjustable desks, wrist supports, and monitor stands, which reduce fatigue and boost long-term health. Good ergonomics is important for employees, but the benefits also flow on to employers, as upgrading workstations could see a drop in sick leave related to musculoskeletal issues.

Improve your personal ergonomics:
  • Adjust your chair height so your feet are flat on the ground, and your knees are at a 90-degree angle.
  • Position your monitor so that your eyes are slightly below eye level.
  • Adjust your keyboard so your arms rest comfortably at your sides, with elbows at a 90-degree angle.
  • Incorporate regular exercise, such as stretching, yoga, or other low-impact exercises, into your daily work routine.
  • Maintain good posture by sitting straight, relaxing your shoulders, and avoiding hunching over your desk.

How Aesthetics Influence Well-being at Work

Have you noticed that your mind starts to feel scattered when you work in a cluttered, disorganised workspace? That’s because the visual environment at work influences your mindset, whether calm, chaotic, focused, or fatigued. So, making deliberate design choices is crucial for well-being at work because it supports improved mental clarity, productivity and even emotional regulation.

How to improve the aesthetics simply:
  • Allocate a ’10-minute tidy rule’ at the end of each workday to reduce excess paperwork, tangled cables, and visual mess, which increases mental load
  • If you have some control over your environment, incorporate biophilic design (plants, natural elements), calming colours (greens, blues), and clean lines to promote productivity.

Workplace Culture – Stress or Strength?

You might have the ideal desk and ergonomic chair, but achieving success is challenging if your work culture is toxic or isolating. Workplace culture is crucial in how included and supported you feel, whether in person or virtual environments.

Your social environment is just as important as your physical one. Trust, leadership, and connection significantly enhance productivity and job satisfaction.

High-performing teams are built on psychological safety, which allows team members to ask questions and make mistakes without fearing negative consequences. If you lead teams in a corporate office or remotely, it’s crucial to introduce systems that promote psychological safety.

Tips to improve workplace culture
  • Implement “Feedback Fridays” as a practical way to promote transparency and connection, which will ultimately lead to psychological safety.
  • Adopt a supportive, autonomy-driven leadership style to encourage innovation.
  • Recognise employees for their hard work and dedication through reward programs, awards, and social media recognition.
  • Support well-being programs that promote employee wellness.

 

You don’t need to move to a new city or build a fancy office to improve your work geography. Small adjustments to your lighting, layout, and communication can shift your mindset about how you feel and perform daily. Every detail in your environment plays a part in shaping your workday and your potential. Whether you’re aiming to boost focus, promote well-being, or lead a more resilient team, now’s the time to look closer at your surroundings.

 

Do you need support with professional development strategies to support your well-being at work? Contact one of our Course Consultants today on 1300 76 2221 or via Live Chat.

Geography of Work (Part 1) The Physical Environment

Success isn’t simply a result of talent or hard work, but also about the geography of work. When we talk about the geography of work, it’s not just the location that matters. A positive workplace environment includes everything around you, from your physical space to the workplace culture that shapes your interpersonal relationships. These are just some of the factors that impact productivity, innovation, and well-being. In Part 1, we explore physical space, including home offices, corporate headquarters, and co-working spaces, and their locations to examine how they affect focus, collaboration, and autonomy. So, how well does your physical workplace support your success? Let’s find out.

The Physical Workspace

Your physical workspace is more than just background—it plays a vital role in your concentration, creativity, productivity, and well-being. Place matters for a positive workplace environment, whether you’re working from a bright home office, a busy corporate office, or a flexible co-working space. The physical workspace includes lighting, noise levels, and even clutter, or lack thereof, which can significantly impact your mood and productivity.

Office at Home

The home office has surged in popularity as a workplace due to the widespread adoption of remote work following the COVID-19 lockdowns. When done right, it has the potential for unmatched comfort and flexibility, offering the ultimate positive workplace environment. After all, who doesn’t like working in their favourite tracksuit and cozy slippers?

Focus

When you can choose your work environment, you will likely experience fewer distractions and better concentration. The personalised setting can promote a boost in concentration, which allows you to immerse yourself in tasks more fully compared to the noise and interruptions that you can experience in a traditional workplace. So, if you work from home, make sure you create a space that’s both comfortable and optimises your productivity throughout the day.

Collaboration

If you work in a home environment, teamwork can be challenging without proactive communication tools and regular check-ins. If you’re struggling with teamwork, it’s important to establish communication tools and schedules that promote engagement and connection among team members for a positive workplace environment.

Autonomy

Work-from-home environments offer a high degree of autonomy, as you control your schedule, workspace, and boundaries surrounding your work hours. This flexibility is great for achieving work-life balance, as you can schedule breaks, exercise, or personal matters without the typical limitations of a traditional work environment. You’ll be empowered to take control of your work and personal commitments in this style of work setting.

Tip – A dedicated workspace, separate from high-traffic home areas, improves mental separation between work and life.

Corporate Headquarters

Many professionals still work in traditional office settings, particularly positions requiring regular routines and close collaboration. Depending on the office layout, open-plan offices may decrease focus due to noise and interruptions.

Focus

How well you can focus on a corporate office depends highly on the layout. If you’re working in an open-plan office, it may decrease your ability to focus due to noise and interruptions.

Collaboration

Corporate offices, particularly open-plan style spaces, facilitate high levels of collaboration, which is ideal for teamwork. This work environment provides easy access to colleagues, spontaneous brainstorming, and team bonding, creating a positive workplace environment.

Autonomy

The degree of autonomy provided in corporate offices is moderate and often depends on the workplace culture and management style. A positive workplace environment can provide autonomy, empowering employees to confidently take initiative, make decisions, and manage tasks despite a structured corporate system.

 

Tip – Corporate offices can accommodate various working styles, which will benefit individual employees, including quiet zones and flexible seating arrangements. These accommodations can help create a more balanced workplace that supports focus and collaboration.

Geography of work positive workplace envrionment

Co-working Spaces

Co-working spaces are innovative environments that combine the benefits of private office settings with the social benefits of communal areas.  These hybrid environments are specifically designed to enhance flexibility, networking, and creativity, and are often used by freelancers, entrepreneurs, and small or remote teams.

Focus

Co-working spaces provide a high-energy and inspiring environment, so it can be a little distracting if there aren’t any quiet spaces. If you’re working in a co-working environment, make sure you take measures to find quiet and calm to increase your focus. This could mean popping on a pair of earphones or even hiring a private meeting room a few days a week to allow for deep concentration.

Collaboration

Co-working spaces are collaborative by design. They encourage teamwork and idea sharing among a diverse range of professionals. This is one of the major bonuses of working in a co-working space, and it ensures that people who would ordinarily be working alone or in a small team can build social connections that make work enjoyable and promote success, whether in building a business or networking for career development.

Autonomy

Co-working spaces also provide a high degree of autonomy, which makes them particularly appealing to self-starters who like the social atmosphere without the rigid structure of a corporate office.

 

Tip – Choose co-working spaces with breakout areas and private rooms to balance focused work and collaborative engagement with like-minded professionals.

 

No matter where you work, it’s important to acknowledge that various factors, including your physical environment, can influence your success. If you’re experiencing challenges in your current workspace, we hope this blog has inspired you to acknowledge its shortcomings and take measures to improve it. In ‘Geography of Work Part 2,’ we will delve into design, lighting, social dynamics, and the online workspace.

 

Can we help you achieve your professional development goals to support your career development? Simply contact one of our Course Consultants today at 1300 76 2221 or via Live Chat.

Why Every Professional Should be Trauma-Informed

When you hear trauma-informed, you might automatically think of health professionals, particularly mental health professionals, in their interactions with patients. But trauma-informed practice is equally important in all professionals, from health care to education, justice, human services, and even the corporate sector. It’s particularly important in leadership roles. Why? Let’s start by understanding what trauma-informed really means.

Most of us have experienced a difficult colleague. Maybe they constantly miss deadlines, avoid important meetings, take excessive days off, or seem irritable and withdrawn when discussing workplace issues. Whether we’re in a leadership position or simply a co-worker, how we respond makes a world of difference to workplace culture and relationships. If the response is not observed through a trauma-informed lens, it’s easy to label them lazy, grumpy, or disrespectful.

What Exactly Is Trauma?

Trauma is a word that often elicits a strong association with major and tragic life events, but it’s more than just experiencing accidents, violence, or natural disasters. Of course, these incidents are major traumas, but trauma can also be more subtle, often invisible, but no less distressing. Chronic stress, emotional neglect, systemic inequality, or even repeated microaggressions in the workplace all contribute to a trauma experience and consequently trauma response. In simple terms, trauma is any experience that overwhelms a person’s ability to cope and affects more people than you might expect. Soberingly, studies estimate that 75% of adults have experienced a traumatic event at some point in their lives and by the age of 17, 62-68% of young people will have been exposed to at least one trauma. So, those who have experienced trauma are certainly in the majority, but not everyone will have ongoing negative poor mental health or PTSD as a result. However, those who do have adverse reactions to trauma will benefit from a trauma-informed response in the workplace.

Having a Trauma-Informed Mindset

Understanding trauma and taking a trauma-informed approach in the workplace doesn’t mean offering therapy to work colleagues in distress. It’s about recognising a trauma response and thinking, behaving and responding in a way that demonstrates empathy, awareness and safety. When you’re trauma-informed, you’ll be better able to build strong, trusting relationships at work and create a workplace environment that minimises re-triggering stress responses caused by previous trauma. You’ll find yourself contemplating what might be triggering this person to react in a certain way, instead of asking, ‘What’s wrong with them?’ It’s a small but powerful shift that leads to greater insight and, as a result, a more considered and compassionate approach to conflict in the workplace.

Its Significance in Every Industry

As explained earlier, you don’t need to work directly in mental health care to benefit from learning trauma-informed practice. Many professionals, including educators, managers, healthcare workers, and even customer service specialists, will experience improved workplace dynamics with this approach. Teachers will be more equipped to identify and respond to students’ problematic behaviours. Managers can better support their employees and avoid workplace burnout. Similarly, health care professionals can improve patient care, and customer service personnel can de-escalate conflict competently with an understanding of trauma-informed practice.

6 Key Principles of Trauma-Informed Practice

In a trauma-informed workplace, you’ll notice six important principles at work, including:

Safety

Psychological safety is created when a person feels safe taking interpersonal risks, such as speaking up, admitting mistakes, and sharing their ideas without risk of embarrassment or retribution. When you’re trauma-informed, you will create environments where people feel physically and emotionally secure. As a result, you’ll see enhanced team performance, higher employee retention and improved innovation.

Trust

Those with trauma-informed practice build trust through consistency and clear communication. Trustworthiness in a workplace promotes psychological safety, reduces the incidence of misunderstandings and encourages open, respectful relationships, even during times of stress and change.

Support

Trauma-informed workplaces encourage shared experiences, which promote healing and connection. The sense of community this brings strengthens team dynamics and helps people feel seen, valued and supported in their personal and professional lives.  So, due to vulnerability being met with empathy rather than judgment, workplaces experience improved morale and productivity.

Collaboration

Because trauma often leaves people feeling powerless, collaboration is crucial in trauma-informed practice. Collaboration means involving others in decision-making and valuing everyone’s unique perspective. Leaders should avoid a top-down leadership style, implementing the following strategies instead:

  • Seek input from team members at all levels in the organisation
  • Encourage shared decision-making
  • Be transparent about workplace processes and expectations
  • Treat clients, colleagues and staff as equals rather than subordinates

Empowerment

When possible, give employees agency so they feel you respect their decisions. This is particularly important for those who have experienced trauma because of their need for a sense of control. In professional workplaces, this might look like:

  • Providing options rather than orders
  • Involvement in decisions that affect their work or well-being
  • Encouraging feedback and actively listening
  • Avoiding coercion, even if it’s subtle.
  • Giving people agency and respecting their decisions.

Sensitivity

Sensitivity and inclusivity are crucial to trauma-informed practice because a person’s background, including their culture, race, gender, identity, sexuality, religion and socio-economic status, can profoundly influence how trauma is experienced. Being sensitive to and aware of cultural norms, historical and systemic injustice, inclusive language, and stereotyping is critical to a truly diverse workplace where all individuals feel valued and thrive.

 

We hope these principles help you start making a difference in your workplace. But if you want to dramatically improve your professional relationships and workplace outcomes, consider a comprehensive professional development course, like our Certificate of Trauma-Informed Care.

Certificate of Trauma-Informed Care

Whether you work in health care, social work, community services, education or corporate settings, this course is ideal for creating more compassionate, effective workplaces. You’ll learn how to apply evidence-based strategies to prevent vicarious trauma in children, adolescents and adults.

 

Can we help you with trauma-informed practice? Simply contact one of our Course Consultants today at 1300 76 2221 or via Live Chat for information and support.

Step-by-Step Career Development Blueprint

Imagine trying to build a house without a blueprint – just bricks, cement and guesswork. Is this how you’re building your career? Are you following a plan or winging it? In the same way you couldn’t build a house without a plan, high-performing professionals don’t leave their careers to chance. They create a clear direction with intentional planning. A career development blueprint is a strategic plan for your professional life. If you feel that your career is stagnant, a career development blueprint can help you find the clarity and motivation you need to create measurable goals and achieve long-term career success. So, what exactly is a career development blueprint, and how do you build one? Let’s find out.

What is a Career Development Blueprint?

A career development blueprint is a strategic plan that helps you grow professionally over time. It’s similar to a business plan, but specifically for your career development, providing clarity, direction, and a framework for making informed decisions about the next steps to progress in your professional life.

Ultimately, a career blueprint is more than just a list of goals. It’s a comprehensive guide that considers your personal strengths, values and aspirations and provides actionable steps to move your career in the right direction.

Your blueprint should include:

  • Clear goals – long-term and short-term career objectives that encompass your values and aspirations
  • Skills inventory – a list of your current strengths and weaknesses (or, rather, areas for development)
  • Resources and opportunities – identify educational pathways, such as professional development courses, training programs, mentorships or other tools for career growth
  • Timelines and achievements – timely goals and celebration of milestones
  • Reflection and adjustment – Regularly review to ensure long-term success

When you develop a strategic blueprint for your professional growth, you not only set yourself up for success but also take ownership of your development with confidence.

6 Steps to Create Your Career Development Blueprint

Ready to create your strategic blueprint for long-term professional success? We have broken down the process into six manageable steps to help you create a comprehensive plan, including self-assessment, career goals, skills development, timelines and milestones and support networks.

Step 1 – Self-Assessment

First, identify your strengths and weaknesses to understand the areas you need professional development. You should also create a list of your values and interests to help shape the course of your career in a direction that supports your future work satisfaction.

You can utilise various tools to help identify your strengths, weaknesses, values, and interests, including SWOT analysis, personality tests, and career quizzes.

Ask yourself the following self-reflection questions:

  • What matters most to me in a career?
  • What kind of work makes me happy?
  • Does my current role support my current role?
  • What are my top three strengths?
  • What skills or talents do I get complimented on often?
  • Where do I naturally excel? How can I build on this ability?
  • What skills do I need to improve or develop
  • What feedback have I received, but maybe resisted?
  • What factors are holding me back in my career?
  • What tasks energise me?
  • When do I feel most motivated at work?
  • What industries or roles am I interested in exploring?
  • What does career success mean for me?
  • How can I achieve a work-life balance?
  • What would I do if fear or finances weren’t obstacles?

Step 2 – Define Your Long-Term Career Goals

Where do you see your career in 5, 10, or 20 years? It’s essential to take a broad, long-term view of your career journey, one that supports and ultimately leads to achieving your long-term objectives. At this stage, it’s crucial to have an overall vision of your career aspirations and ensure they support your life values. Once you have this vision of your professional future, it’s time to get down to the nitty-gritty of creating the short-term goals that will lead to long-term success.

Step 3 – Set SMART Short-Term Goals

To break down big goals into smaller, actionable steps, it’s helpful to use the SMART system, which stands for Specific, Measurable, Achievable, Relevant, and Time-Bound.

Specific

It’s here that you need to describe exactly what you want to achieve in detail, avoiding any broad or ambiguous language.

Example: Instead of writing, “I want to improve my communication skills,” write, “Enrol in a short professional development course, such as the Certificate of Business Writing and Communication.”

Measurable

Now, you’ll need to determine how to track your progress.  You can use a career progress diary.  You should record your completed tasks, new skills acquired, certifications or training completed, feedback received and any challenges you faced and how you overcame them.

If you create a spreadsheet or template, the following sections are helpful.

  • Date
  • Goal
  • Actions taken
  • Outcome
  • Reflection

Example: Attend three networking events this quarter.

Achievable

Ensure that while you’re stretching your abilities, you’re also ensuring that all goals are realistic, given your current resources and time availability.

Example: Complete Module 2 of my professional development certificate by the end of the month.

Relevant

Keep checking in with yourself (and your career diary or template) to ensure your goals are relevant to your long-term career objectives and current priorities.

Example: ‘Learn how to write a business report’ is relevant if your overarching goal is to apply for a business communication role.

Time-Bound

Always set a deadline to stay focused and motivated in achieving your goals.

Example: Enrol in a short professional development course that teaches business report writing by the end of the month.

 

Career development blueprint goals

Step 4 – Identify Skill Gaps and Learning Opportunities

An important part of a career development blueprint is understanding the gap between where you are in your career currently and where you want to be in future. When you can conduct a skills audit, you can focus on building skills through the right professional development opportunities. So, how do you take a skills audit?

First, write down the skills required to achieve the desired outcome, whether that’s a promotion or a whole new career. There are a few steps you can take to identify the skills you’ll need, including:

  • Review job descriptions or LinkedIn profiles for the roles you’re interested in applying for.
  • Request feedback from supervisors, mentors or colleagues who have insight into your skills.
  • Use online tools or professional skills checklists that are relevant to your industry.

Once you’ve identified the skills gaps, consider the most efficient way to gain these qualifications, such as:

  • Short courses or online programs
  • Workshops, seminars, or webinars
  • Mentoring opportunities
  • Reading self-help books, blogs, and trade journals
  • Listening to informative podcasts
  • Attending industry events or participating in online forums

Step 5 – Create a Timeline and Celebrate Milestones

Now that you’ve determined your career goals and identified what you need to learn or improve, it’s important to set a realistic timeline and celebrate milestones. When you take the initiative to reward your efforts for achieving significant milestones, you will boost your motivation. So, what is a milestone? A milestone isn’t just task completion, but rather, it’s a major achievement that moves you closer to your goal. Examples of career development blueprint milestones include:

  • Completion of a professional development course
  • Delivered a successful presentation
  • Applied for a significant promotion or new role
  • Received positive feedback on an annual performance review
  • Achieved 100% of your learning goals for the year

Step 6 – Build Your Support Network

Finally, make sure you are part of a professional community that supports your goals, whether through your workplace, industry organisations, networking events or online forums. These connections will be your source of information, inspiration, collaboration and may even be a potential career advancement opportunity. They will also hold you accountable for your progress, which will give you a much-needed sense of responsibility to stay committed and motivated.

 

Are you ready to achieve your professional goals? We hope this blog serves as your inspiration to make your career dreams a reality. Remember, your career development blueprint isn’t static. It’s a living document, so don’t be afraid to be flexible if the plan no longer serves you. The important thing is to start small and stay consistent.

 

Can we help you achieve your professional development goals to support your career development blueprint? Simply contact one of our Course Consultants today at 1300 76 2221 or via Live Chat for information and support.

Start Your Own Business Coaching Business

Are you passionate about helping others succeed in their careers or start their own business? If you’re a people person with a strong business background, you might love being a business coach. A knack for leadership, strategy, and motivation is also a crucial quality of a business coach! Could it be the perfect next step in your career?

In this blog, we’ll guide you through the process of becoming a professional business coach, from acquiring the right skills to launching your own coaching business.

What Does a Business Coach Do?

A business coach helps individuals and companies set goals, improve performance, solve challenges, and expand. Unlike consultants, business coaches help clients work towards their own solutions rather than providing direct answers. Whether working with start-ups, executives, or established companies, a business coach offers accountability, structure, and strategic guidance.

If you want to operate a successful business coaching business, you need to be more than just a mentor. You should also have (or acquire) the following skills:

  • Strong communication
  • Problem solving
  • Strategic thinking
  • Leadership
  • Influence
  • Emotional intelligence (EQ)
  • Coaching ethics and professionalism
  • Adaptability and flexibility
  • Accountability and goal setting

Consider Your Skills and Experience

The first step before planning your business coaching business is to reflect on your key strengths and the experience you bring to your new venture. Do you have extensive experience in business management, leadership, or entrepreneurship? When you understand your strengths, you can build a niche business that provides exceptional help and advice in a specific area or industry.

Remember that even if you don’t check every box yet, many important skills can be developed with the right education and training.

Gain Professional Development Skills

Many clients will look for coaches with an education in business coaching from professional organisations, so it’s important to complete courses that teach:

Coaching fundamentals and ethics

A solid foundation in coaching fundamentals and ethics is crucial. You should learn how to coach and guide clients effectively using techniques such as active listening, powerful questioning, and goal setting, while also maintaining professional boundaries and upholding ethical responsibility.

Business strategy and leadership

As a business coach, you need to understand the complexities of how companies, including small businesses, expand and succeed in a competitive landscape. Professional development should include strategic planning, business models, leadership development and change management. You should learn the skills to help clients set goals, problem-solve and lead their teams successfully.

Managing mindset and overcoming barriers

A key aspect of business coaching is helping clients to shift any limiting beliefs they have about establishing or operating a business. It’s important to understand how to help them develop a growth mindset. You should learn techniques to identify mental blocks, build confidence, and support clients in overcoming fear, self-doubt, and procrastination.

 

account management

Completing our Certificate of Business Coaching course will ensure you gain these critical business and coaching skills before you begin your business. In this professional development course, you will also learn to develop your niche and identify your unique coaching style. You’ll learn the following topics:

  • Introduction to Business Coaching
  • Core Coaching Skills
  • Understanding Clients & Setting Goals
  • Coaching for Performance & Leadership
  • Coaching for Business Growth & Strategy
  • Managing Mindset & Overcoming Barriers
  • Ethical & Professional Standards
  • Building a Successful Coaching Business

Define Your Niche

Specialising helps you stand out in a competitive coaching industry. Think about your experience and strengths, and decide if you are best suited to coach:

  • Entrepreneurs launching start-ups
  • Executives seeking leadership growth
  • Small businesses scaling to the next level

When you specialise in a niche area of a specific market, your coaching business will attract your ideal client, and you will gain a reputation as an expert in the area.

Set Up Your Business

Ensure your coaching business operates like any other business by following the business startup process.  This includes:</p>

Registering your business name

Once you’ve decided on your niche and you have a business name, you should promptly register your business, which in Australia involves:

Applying for an Australian Business Number (ABN). If you’re a new business, registration is free, and you can register for your business name and taxes simultaneously. Make sure you check to see if your business name is available and refer to the Guide to Starting a Business at the Australian Taxation Office website.

Creating a website and branding

Having a professional online presence is essential for the success of any business. You can create a free website using platforms like Wix, or you can hire an experienced web developer, depending on your needs and the complexity of the site. If you choose to build your own website, be sure to include clear information about the services you offer and provide contact details. This will help build trust and attract new clients to your coaching business.

Setting up legal and financial systems

You will need to consider the legal and financial implications of starting your own business, which includes considering public liability and professional indemnity insurance to protect against client claims or any potential legal disputes that may arise. You may also benefit from having legal advice on drafting contracts and coaching agreements, including protective waivers and terms of service for your website. Additionally, if you collect client data, make sure your practices comply with the Privacy Act.

Financially, you’ll need to set up systems specifically for your coaching business, including opening a separate bank account for personal and business finances, which is crucial for tax and bookkeeping purposes. Using software like Xero, MYOB, or QuickBooks is important for tracking your income, expenses, and GST (if you’re registered). If you’re self-employed, it’s also important to set up your own super fund and make regular contributions.

Marketing and promotions

Consistent marketing helps you establish authority and connect with the right clients. Here are a few marketing and promotional ideas:

  • Offer a three-month leadership transformation package
  • Weekly check-ins plus email support
  • Group coaching for teams or masterminds
  • Share insights on LinkedIn or your blog
  • Offer free discovery calls
  • Ask for referrals and testimonials
  • Run webinars or workshops
  • Create and maintain a professional social media presence
  • Start a podcast, blog or email newsletter
  • Use Google My Business
  • Collaborate with other professionals (accountants, HR consultants, digital marketers)

 

The best business coaches are lifelong learners, so ensure you stay up-to-date with trends in business, leadership, and coaching. Invest in your growth through courses, peer networks, and mentorship.

Starting a coaching business is not only fulfilling but also a way to create impact while doing what you love. When you build your skills, define your niche, and market authentically, you can establish yourself as a trusted professional business coach.

Are you ready to take the first step? Your future clients are out there waiting for your guidance. Simply contact one of our friendly Course Consultants today on 1300 76 2221 or Live Chat for more information or support.

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