Counselling as a Career – 10 Specialities to Consider

Counselling as a Career – 10 Specialities to Consider

Are you considering counselling as a career? If so, you might like to explore the many different areas of counselling, from relationship counselling to career counselling, to find the right direction for you.

Many counsellors gain skills in various counselling areas, while others find their niche and become experts in that field. The following are ten of the most common areas of specialisation in counselling – let us know if we can help you explore any of these in more depth before enrolling in further study.

  1. Crisis Counselling

Crisis counselling is often a short-term form of therapy that helps people to overcome the aftermath of a crisis. The focus is on helping people to confront stressful situations, treat their immediate needs and assist them in developing coping skills.

Crisis counsellors work in many healthcare settings and as phone support with hotlines. A crisis counsellor should be resilient, empathetic, collaborative, and self-aware. If you’d like to explore crisis counselling as a career option, our Certificate of Crisis Counselling is an ideal place to start.

  1. Relationship Counselling

Relationship counselling involves working with couples to explore relationship difficulties and find clarity and mutually agreeable solutions. Helping people understand their issues and change their perspective to resolve conflicts is at the heart of what relationships counsellors do.

Relationship counsellors work in private practice and other healthcare settings. Relationship counselling as a career requires a high level of interpersonal skills, tolerance, compassion, ethics and patience. If you’d like to build a career in relationship counselling, consider an introductory course like our Certificate of Relationship and Communication Counselling.

  1. Grief & Loss Counselling

Greif & Loss Counselling (also known as bereavement counselling) involves helping bereaved individuals, families, young people and children to work through the stages of grief and loss in healthy ways. Grief counsellors provide a safe space for clients to talk about their lost loved one and can help them maintain a connection with that person.

Grief and loss counsellors work in private practice, hospitals and other community and healthcare settings. If you feel you’re right for a counselling career in grief and loss, consider our Certificate of Grief & Loss Counselling to explore your aptitude further.

  1. Child & Adolescent Counselling

Child and adolescent counsellors help young people facing challenges develop coping strategies. They liaise with parents, carers, teachers and other care providers to improve a child’s happiness and emotional well-being.

Child & adolescent counsellors can work in private practice or as a team in other healthcare and community settings. If you’d like to explore a counselling career working with young people, our Certificate of Counselling Children is an ideal place to start.

  1. Aged Care Counselling

As our aging population grows, older Australians need counselling services that are unique to them. A counselling career specialising in aged care will help you better understand more senior people and provide for their needs.

Aged care counsellors work in the community and retirement, aged care residential, and hospital settings. Explore the aged care counselling specialisation with our Certificate of Aged Care Counselling.

  1. Trauma Counselling

Trauma has a profound impact on an individual’s wellbeing and functioning. Trauma counselling is a specialist field that focuses on helping those who have suffered trauma.

These type of counsellors work in various settings, from hospitals to community centres and private practice. If you’d like to learn more about trauma counselling, take a look at our Certificate of Trauma Counselling.

  1. Addiction Counselling

Helping people with alcohol or drug dependency requires specialist knowledge in addiction support.

Addiction counsellors work across community settings, hospitals and private practice. If you’d like to give your counselling career the edge, enrol in our Certificate of Counselling/Certificate of Alcohol and Other Drugs dual program.

  1. Career Counselling

Career counsellors provide guidance on choosing study and work options to those looking for direction. If you aspire you help people navigate educational endeavours and career opportunities, career counselling as a career is an excellent choice for you.

Career counsellors (or guidance counsellors) work in universities, schools, colleges, and private practice. If you’re interested in this counselling career, explore our Certificate of Career Counselling.

  1. Family Therapy

Family therapy is a type of counselling that focuses on helping families to navigate difficulties. It’s a therapy that incorporates coping mechanisms that promote recovery of relationships.

Family therapists work primarily in private practice. If you’re interested in developing insights into a range of techniques in family therapy, take a look at our Certificate of Family Therapy.

  1. Youth Work

Are you passionate about working with young people in need? A counselling career in youth work and justice might be your calling. Youth workers make a real difference in the lives of young people. They organise activities and delivering interventions and critical counselling services.

Youth workers work in community centres, schools, youth refuges or private organisations, such as Scouts or Guides. If you’d like to explore youth work, take a look at our Certificate of Youth Work.

Is a counselling career for you? If you’re still unsure about what course to choose, talk to one of our Course Counsellors via phone, Live Chat or email today to gain clarity. We can’t wait to help you find your new direction!

Leverage Emotional Intelligence in Leadership

Claimed to be one of the keys to success in life and in business, many people (including recruiters) also believe that our “emotion quotient” (EQ) is even more important than our “intelligence quotient” (IQ). And this seems to be a continuing trend, with the World Economic Forum citing emotional intelligence as one of the top 15 skills for 2025 in their Future of Jobs report.

Emotional intelligence (EI) is often defined as the ability to “perceive, use, understand, manage and handle emotions”. People with high emotional intelligence can typically “recognise their own emotions and those of others, use emotional information to guide thinking and behaviour, discern between different feelings and label them appropriately, and adjust emotions to adapt to environments”.

Having EI is also particularly valuable for those in management positions. According to Indeed, emotional intelligence in leadership can help leaders:

  • Collaborate and communicate more effectively.
  • Build stronger relationships.
  • Form more effective teams.
  • Understand the emotion of others to help achieve team goals.
  • Relate well to others and help them be recognised for their contributions.
  • Decrease employee turnover.
  • Demonstrate empathy and communicate effectively when addressing conflict.
  • Assess challenging situations calmly, respond appropriately and inspire others to take positive action.
  • Set the tone for leadership within an entire organisation.

This emotional intelligence in leadership course will teach you how to develop and apply EQ for personal and professional success. In our Certificate of Emotional Intelligence, you will also learn about the biology and physiology of EQ, how to measure it, and its crucial applications in marketing, management, education and relationships.

Learning Outcomes

Outcomes achieved by undertaking an emotional intelligence in leadership course include:

  • Learning about IQ or intelligence quotient, social intelligence and emotional intelligence.
  • Exploring how to understand emotions and the definition of emotion.
  • Gaining an understanding of mood versus emotion, models of emotions, the wheel of emotions and the function of emotions.
  • Studying emotional development; motivation, cognition and emotion and the elements of emotional intelligence.
  • Examining self-awareness, self-regulation, motivation, empathy and social skills.
  • Understanding why studying EI is valuable and which type of intelligence is more important.
  • Attaining knowledge of the biology of emotions, emotions as feelings and the development of emotions.
  • Gaining insights into emotional intelligence in infancy, toddler to early childhood, middle to late childhood and adolescence.
  • Learning about the nervous system and emotions and the theories of emotion.
  • Gaining an understanding of facial feedback theory links to emotional intelligence, unusual sensory states, highly sensitive people and synaesthesia.
  • Studying models of emotional intelligence, including EI models, the Salovey & Mayer ability model and Goleman’s performance-based model.
  • Examining self-awareness, social awareness, self-management and relationship management.
  • Understanding the Bar-On competency-based model, five dimensions and intrapersonal and interpersonal skill
  • Attaining knowledge of stress management, adaptability and the 15 competencies contributing to an individual’s overall emotional intelligence.
  • Gaining insights into measuring emotional intelligence and why to measure intelligence in leadership.
  • Attaining knowledge of low EI and the ethical considerations of using EI in recruitment.
  • Gaining insights into EI applications in terms of managing employees.
  • Learning about how EI can be applied to leadership and workplace management?
  • Exploring the five EI competencies, social skills, motivation and self-awareness.
  • Gaining an understanding of empathy, leadership training, training employees, the limitations of training programs in EI and empirically-based training programs.
  • Exploring how to recognise and define self-awareness; self-awareness, emotional intelligence and well-being and negative self-talk.
  • Gaining an understanding of major problems with negative self-talk, procrastination, the procrastination management framework and stress.
  • Studying EI and romantic and other relationships and building relationships.
  • Examining arguments and discussions, conflict management, EI and relationship strategies and setting goals.
  • Understanding how to consider alternate perspectives, writing redirection phrases and feeling statements ahead of time and tools for developing self-awareness.
  • Attaining knowledge of emotional observation and how to recognise and channel strong emotions.
  • Gaining insights into EI applications in education and training, and how our emotions affect our attention and emotion.
  • Learning about EI and studying, EI an academic performance and teaching and emotional intelligence.
  • Exploring the self-assessment of EI, how teachers model emotional intelligence in classroom settings and classroom tools for developing emotional intelligence.
  • Gaining an understanding of resilience, social and emotional learning, mood monitoring, journalling and reflection.
  • Studying education at work, communication, facilitation and engagement and motivation.

And more!

The Five Components of Emotional Intelligence

Although the term “emotional intelligence” first appeared in the mid-1960s, it gained popularity in the book Emotional Intelligence: Why It Can Matter More Than IQ, written by psychologist Daniel Goleman in 1995. Goleman defined EI as the array of characteristics and skills that drive leadership performance, including emotional intelligence in leadership, and he cited five different components.

#1. Self-awareness

  • The capacity to recognise and understand emotions.
  • Have a sense of how actions, moods and the emotions of others take effect.
  • Keeping track of emotions and noticing different emotional reactions.
  • Being able to identify emotions correctly.
  • Recognising that how we feel and what we do are related.
  • Having awareness of our own personal strengths and limitations.

#2. Self-regulation

  • The appropriate expression of emotion.
  • Coping with change, being flexible, and managing conflict.
  • Diffusing tense or difficult situations.
  • Being aware of how actions affect others and taking ownership of them.

#3. Social skills

  • Interacting well with other people.
  • Applying an understanding of the emotions of ourselves and others to interact and communicate with others.
  • Verbal and non-verbal communication, active listening, developing rapport, and emotional intelligence in leadership.

#4. Empathy

  • Being able to understand how other people are feeling.
  • Respond appropriately to other people based on recognising their emotions.
  • Understanding power dynamics and how these affect behaviour and feelings.

#5. Intrinsic motivation

  • Being driven to meet personal goals and needs rather than being motivated by external rewards such as fame, money and recognition.
  • Being action-oriented and setting goals.

Models and Frameworks of the EI Concept

The three major models of emotional intelligence have been developed from analysis, research and scientific studies. And as you’ll discover below, many of them have similar components.

Goleman’s EI Performance Model

In addition to the five components of EI, Goleman also suggests twelve sub-scales of EI.

  1. Emotional self-awareness
  2. Emotional self-control
  3. Adaptability
  4. Achievement orientation
  5. Positive outlook
  6. Influence
  7. Coaching and mentoring
  8. Empathy
  9. Conflict management
  10. Teamwork
  11. Organisational awareness
  12. Emotional intelligence in leadership,including being inspirational

Bar-On’s EI Competencies Model

Psychologist Reuven Bar-On suggested that EI is a system of interconnected behaviour that arises from social and emotional competencies that influence behaviour and performance. His model consists of five scales — self-expression, self-perception, decision-making, interpersonal and stress management. He also proposed fifteen sub-scales:

  1. Self-regard
  2. Self-actualisation
  3. Emotional self-awareness
  4. Emotional expression
  5. Assertiveness
  6. Independence
  7. Interpersonal relationships
  8. Empathy
  9. Social responsibility
  10. Problem-solving
  11. Reality testing
  12. Impulse control
  13. Flexibility
  14. Stress tolerance
  15. Optimism

Mayer, Salovey and Caruso’s EI Ability Model

This model, developed by academics John D. Mayer, Peter Salovey and David R. Caruso, suggests that “information from the perceived understanding of emotions and managing emotions is used to facilitate thinking and guide our decision making”. The framework emphasises a four-branch model of EI in terms of the ability to:

  1. Perceive emotion — including the ability to identify emotions in the postural and facial expressions of others. It reflects emotional expression and non-verbal perception to communicate via the face and voice.
  2. Use emotion to facilitate thought — including the ability to use emotions to aid thinking.
  3. Understand emotions — including being able to “analyse emotions and awareness of the likely trends in emotion over time, as well as an appreciation of the outcomes from emotions. It also includes the capacity to label and discriminate between feelings”.
  4. Manage emotion — including managing an individual’s personality with self-knowledge, goals and social awareness shaping how emotions are managed.

The branches are ordered from “emotion perception” to management via more basic skills through to more sophisticated skills. Branches one and two represent the separate parts of information processing that are thought to be bound in the emotion system. Branch four is integrated into an individual’s plans and goals.

This model can be measured using the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT). It measures four aspects of EI. The ability to:

  1. Accurately identify the emotions of people and symbolised by objects in pictures. Question types: identifying and reading emotions in landscapes, people and designs.
  2. Use emotions and solve problems with emotions. Question types: comparing and matching emotions to sensations such as light, colour and temperature.
  3. Understand the cause of emotion. Question types: multiple choice emotion vocabulary (scenario presented) questions.
  4. Be open to emotions and fuse emotions with thinking. Question types: answering which emotional strategy would be best in social relationships, as well as managing one’s self.

Learn valuable knowledge and skills that will help you apply your knowledge of emotional intelligence in your personal and professional life with our Certificate of Emotional Intelligence.

8 Reasons Marketing & Sales Work Best Together!

Marketing and sales may be entirely different departments, but when they work together, they’re destined for success. Similarly, when they’re misaligned, it costs a business dearly.

HubSpot reports misalignment of sales and marketing costs companies $1 trillion* a year. That’s down to the fact that 79% of a lead generation never converts to sales. Companies with the proper alignment enjoy 27% faster three-year profit growth, close 38% more deals and 208% higher marketing revenue than organisations with disjointed teams.

So, what are the most convincing arguments for marketing and sales to work collaboratively? We can think of at least eight, but we’re sure there are more!

  1. Deeper Appreciation of Audience

One of the main advantages for marketers working with sales teams is the insight into the customer. As a result, marketers have a clearer understanding of their audience when creating marketing and promotional campaigns.

  1. Understand the Customer

One of the main advantages for marketers working with sales teams is the insight into the customer. As a result, marketers have a clearer understanding of their audience when creating marketing and promotional campaigns.

  1. Improved Customer Experience

When a collaboration exists between sales and marketing, customers enjoy an improved experience in engaging with a business. There are no gaps between what’s been promised (marketing messages) and what’s delivered (sales teams).

A 7000+ survey by LinkedIn and Join the Dots shows that 58% of organisations with integrated sales and marketing experienced improved efficiency, and 52% saw increased productivity. The study also showed 71% of them believe they more effectively addressed their customer needs because of this collaboration.

  1. Greater Engagement

Engagement is compromised when sales teams and marketing have tunnel vision, focusing on their specific goals. Alternatively, when working collaboratively, marketing can create impactful campaigns, and sales teams are better able to nurture leads. As a result, prospective customers are impressed.

  1. Stronger Relationships

Relationships improve if marketing and sales teams see themselves as friends rather than foes! A strong relationship improves trust; as a result, both are invested in helping the other reach their targets.

  1. Better Buyer Personas

Encourage employees, residents or students to care for their health and wellbeing. Health and Wellness Coordinators educate and inspire people to enjoy better mental, emotional and physical health.

  1. Faster Feedback

The feedback given to a sales team may indicate that a specific marketing strategy doesn’t resonate with the prospective customer. If there is a culture of open communication between teams, stronger relationships and the ability to quickly adjust strategies result.

  1. Improved Marketing Materials

It’s often a struggle for a marketing team to gauge the success of marketing efforts accurately. On the other hand, a sales team has direct contact with the customer and can help marketers create more valuable and informative content.

Sales teams have direct communication with prospects and customers and often repeatedly hear the same questions. When a marketing team works with sales, these queries will be invaluable in creating valuable marketing materials. This marketing collateral can include blog posts, eBooks, newsletters and social media posts. Prospective customers make better decisions when targeted with appropriate marketing materials.

Advanced Certificate of Sales & Marketing

Give your career the edge with a sales and marketing short course, which combines marketing foundations with strong sales skills. Whether you’re interested in pursuing sales management or marketing opportunities, this course is ideal professional development for you.

What will you learn:

  • Marketing and business
  • Scope of marketing
  • Target marketing
  • The marketing mix
  • Managing the marketing effort
  • Product presentation and packaging
  • Promotion communication skills
  • Product pricing and distribution
  • Customer service
  • Market research
  • Organisations – structures and roles
  • Developing sales concepts
  • Developing sales relationships
  • Sales ethics and law
  • Building product knowledge
  • Developing a customer strategy
  • Presentation strategy options
  • Closing the sale
  • Managing yourself
  • Managing a sales team

Our online sales and marketing courses are an excellent way to further your career or find a new direction. If you have questions about any of our courses, contact one of our friendly Course Consultants via phone, Live Chat or email.

 

*US dollars

Optimise Stock Needs by Improving Pastures

Farmers can often turn unprofitable farm enterprises into commercial successes by simply improving pastures. Ideal for farm owners, farm managers and farm hands, produce or land agents, farm supplies managers and those in the agriculture sector, our Certificate of Pasture Management will develop your capacity to manage pasture for commercial success and gain employment in various agricultural jobs.

In this pasture management course, you will learn to select plant varieties, evaluate sites for pasture development and manage established pastures. You will also study animal feed, stock management, grazing behaviour, weed control, the nutritional and commercial value of plant species, and how to develop a work program for a pasture farmer.

Learning Outcomes

Outcomes achieved by undertaking a course in improving pastures include:

  • Learning about pasture farmers, the distribution of pasture species and pasture improvement
  • Exploring how to choose a pasture mix, seed coating, variety selection, sustainability and maintenance
  • Gaining an understanding of the pasture plant in terms of what is valuable and the grass plant
  • Studying the stem, leaves, roots and inflorescence (the flower head, including panicle, spike and raceme inflorescence
  • Examining the growth and development of the grass family, including the seedling, the vegetative stage and the decline in growth rate and quality
  • Understanding annual and perennial grasses, carbohydrate “sinks”, the physiology of grasses and the structure of a typical grass
  • Attaining knowledge of flowers, characteristics common to grasses, growth habits and tillering, stolons and rhizomes
  • Gaining insights into the ways to identify grasses, using a botanical key and identification keys to selected common turf grasses
  • Learning about legumes, including identifying tips for common grasses
  • Gaining insights into winter dormant and winter active plants and Alpine meadow grass (poa alpina)
  • Learning about bent grasses and ryegrasses, fescues, bluegrasses, couches, zoysia grasses and carpet grasses
  • Exploring legumes, the importance of legumes in a pasture, nitrogen fixation in legumes and nitrogen amounts fixed by different types of legumes
  • Gaining an understanding of the rhizobium bacteria
  • Studying lucerne, perennial clovers, vetches, sainfoin and grasses to grow with clovers
  • Examining how to manage pastures, farm or site planning, choosing the correct site for a pasture and choosing the correct seed mix
  • Understanding rainfall, temperature and soils
  • Attaining knowledge of annual or perennial grass, when grazing is required and seed quality
  • Gaining insights into establishing a new pasture, preparing the land for pasture, preparing the seedbed and sowing and germination
  • Learning about direct drilling, aerial establishment, weed control and weed reduction via slashing, heavy grazing etc.
  • Exploring herbicides, seeders, band seeders, air seeders and other planters
  • Understanding continuous light stocking, season systems, one-herd-four-paddock systems, intensive systems and fire in grassland management
  • Attaining knowledge of horse pastures and ways to improve or maintain horse pasture
  • Gaining insights into pasture for free-range poultry, fodder trees and shrubs and their nutritional value
  • Learning about fertiliser/soil nutrients, pest and weed control, biological control and the advantages and disadvantages of biological methods
  • Exploring good pasture practices, irrigation, fallowing, hay feeders and cultivation
  • Gaining an understanding of cultivation, pasture renovation, complimentary practices, legumes and managing pasture after drought
  • Studying how to manage pasture after a drought breaks and fire and manage stock on burnt pasture

And more!

Pasture Management Tips 

Managing and improving pastures is a critical part of being a livestock farmer, and these skills are also extremely valuable to other agricultural roles. It can involve using existing natural grasses or planting additional grasses to maximise a property’s productivity and properly managing farm animals. It also involves being able to distinguish between desirable and undesirable plants and understanding the grazing habits of stock.

However, the process can be highly complex as there are many elements, and each constantly changes. For example, many plant varieties are used for grazing in specific areas. Each plant will also will react differently to different treatments and environmental conditions.

Different stock also graze in various ways — goats typically browse on bushes, sheep prefer to graze close rather than eating long grass, and cattle eat long grass. It’s complicated!

Natural pasture is also constantly changing and developing depending on the number and types of animals that graze on it and environmental conditions, and these aren’t often immediately apparent.

Farmers also rarely have one type of pasture. Most farms will have “natural” pasture, which is often a mix of grasses with some suited to one kind of animal, and others that suit a different type of animal. Many will also have “improved” pastures. These are specially planted to provide grazing at various times of the year;  therefore, they need different management. By understanding the different elements that affect grassland, those involved in pasture management can gain insights into how to effectively manage a critical resource — grazing.

Choosing a Pasture

Pastures differ on many levels. From the mix of plants they are composed of to how plants grow and their general vigour and health. For effective grazing and in terms of improving pastures, pastures need to match their use, and the type and number of animals being grazed should be carefully considered.

Seed coating is a new development available to farmers. It was essentially developed because grass seeds face many hazards before and during germination. They need precise amounts of nutrients and moisture to germinate and grow, and they are also light, so they can be blown away. If the seed is a legume, it requires a specific type of Rhizobium bacteria to enable it to “fix nitrogen”.

Fixing nitrogen is a term that’s used to describe a process by which bacteria living on the roots of legumes extract nitrogen from the air and convert it into a form that is used by plants. A coating around the seed offers a great deal of protection, including from stresses like sun, acid, wind, low moisture and infertile soil.  Birds and rodents also avoid coated seeds. Coated seeds makes sowing by machine easier, and even grasses like Digit Grass (Digitaria eriantha spp. eriantha) are more evenly distributed when coated.

Pasture Growth and Development

An important part of improving pastures is understanding the phases of a grass plant’s growth and development. These can be divided into three phases, and they coincide with the summer period from early November through to March or April. The times of these phases are essential so that rest periods can be built into a farmer’s grazing management progress, ensuring there is no mismanagement of grass.

Phase 1: November and December

Seedlings are very small in this phase because they use the maximum amount of light to produce carbohydrates via the process of photosynthesis. Carbohydrates are required for root system growth and development, which ensures the grass plant receives the maximum amount of nutrients and moisture from the soil.

During this phase, seedlings are sensitive to bad management by overgrazing, particularly by hoofs and teeth! Hence, paddocks should have a substantial “rest” time at this stage to successfully establish these small grasses.

Phase 2: January and early February

This is a stage when a vast amount of leafy material is produced, so it should be the stage where grazing is utilised to its fullest. The “graze half and leave half” rule is applied whenever animals graze on a particular paddock. Progress is made in maintaining and regaining the grasses’ vigour. Some farmers believe this forces livestock to level the paddock, hence they remove the long tuft-like grass that is not productive. However, this thought process can be misguided.

Firstly, fussy stock won’t touch the long, tuft grass, preferring to graze on more palatable vegetation, including vulnerable new shots. This puts strain on the more desirable grass, which in time can die out. Secondly, leaving a certain amount of leaf canopy after each grazing period enables plants to recover quickly.

If farmers want to level the grazing, they should do this mechanically (such as with a mower) rather than having it grazed down severely. This “graze half and leave half” rule also applies to cutting. If a plant is severely cut, the roots typically stop growing within twenty-four hours. So, if 50 per cent of the leaves are removed, the roots will continue to grow, but probably at a slower rate. And if more than 50 per cent of the leaves are removed, root growth may stop for three to eight days. Above 80 per cent defoliation, roots will start dying back from their tips.

Phase 3: late February and early March

This is the reproductive phase, which is essential for the development and release of seeds. Seeds are vital for the establishment and maintenance of pasture. At this stage, farmers should encourage the reproduction of more desirable grass species.

 

Gain a comprehensive understanding of pasture management to work towards improving pastures for more productive farms with our Certificate of Pasture Management.

Gain Vital Ag Skills With a Raising Calves Course

Rearing and breeding calves is fundamental to cattle and dairy farming and can increase profits. Ideal for farm managers, farm hands and agricultural consultants, our Introduction to Calf Rearing will give you a comprehensive understanding of calf production in the dairy and beef cattle industry.

In this raising calves course, you will learn how to select calves for breeding and dairy, manage calf operations on a farm, identify health issues, and design housing facilities for animal production. You will also gain insights into post-weaning requirements and weaning procedures for commercial operations.

Learning Outcomes

Outcomes achieved by undertaking a course on raising calves include:

  • Learning about calving and culling
  • Exploring research into raising dairy calves
  • Gaining an understanding of the principles of good calf rearing
  • Studying pre-calving management and managing the cow for a healthy calf
  • Examining colostrum management, calf selection and estimated breeding value (EBV)
  • Understanding how to assess calves for suitability in a rearing system
  • Attaining knowledge of the size and weight of the calf
  • Gaining insights into deformities
  • Learning about teats, legs and feet
  • Exploring the birth of a calf and the stages in a normal birth
  • Gaining an understanding of calving problems
  • Studying abnormal presentations and normal and abnormal birth positions
  • Examining colostrum and stress and pathogen exposure
  • Understanding how to manage pathogen exposure
  • Attaining knowledge of the calf digestive tract
  • Gaining insights into rumen development
  • Learning about calf health management and common calf diseases
  • Exploring scours (or diarrhoea), roundworm scours and coccidiosis
  • Gaining an understanding of lungworm, calf diphtheria, pneumonia and clostridial diseases
  • Studying salmonella and navel or joint ill
  • Examining stress and the young calf, feeding stress, transport stress and stress from heat or cold
  • Understanding calf rearing systems, including natural systems of calf rearing
  • Attaining knowledge of birth to learning, single suckling and calving patterns
  • Gaining insights into the breed or cross, growth rates and creep feeding of calves
  • Learning about the advantages of the single suckling method and multiple suckling
  • Exploring foster and race suckling, early weaning and artificial systems of calf rearing
  • Gaining an understanding of how to teach a calf to drink and a basic feeding program
  • Studying milk substitute feeding and the standard mixture of milk substitutes
  • Examining common calf rearing systems, rearing calves with grass and the five-and-a-half-day system
  • Understanding the once-a-day system and the cold milk system
  • Attaining knowledge of acidified milk replacers, mildly acidic milk replacers and strongly acidic milk replacers
  • Gaining insights into milk-fed veal production and housing and management practices
  • Learning about calf housing, good ventilation, calf isolation, comfort, calf pens, metal crates and the calf hutch
  • Exploring weaning, including stress at weaning and general weaning transition strategies
  • Gaining an understanding of weaning at twelve and eight weeks and steps to weaning calves
  • Studying how to wean at five weeks, ten days, thirty-five days and eighty-four days old
  • Examining post-weaning, including transition into the main herd and calf husbandry practices
  • Understanding how to reduce surgical stress, cattle identification, castration and bloodless castration
  • Attaining knowledge of bloodless emasculator (calves and bulls), elastrator (calves) and surgical castration
  • Gaining insights into knife or scalpel or open castration and triple crush emasculator
  • Learning about when to dehorn, dehorning instruments and equipment and choosing the right dehorning instrument
  • Exploring hot iron dehorning, dehorning knives, scoop dehorners and successful horn removal
  • Gaining an understanding of tetanus and vaccination and worming programs

And more!

Common Calf Diseases

One of the important aspects of raising calves is how to identify and treat calf diseases. Here are the most common ones, according to Dairy Australia.

Rotavirus

This infection is caused by calves ingesting the virus from adult and other calves’ manure. Pregnant cows are also known to pass high virus levels around calving time. No specific drugs are available to destroy this virus, and treatment is focused on fluid/electrolyte replacement and other supportive measures. Prevention strategies include minimising calf contact with manure from adult cattle, and ensuring calves consume high-quality colostrum within 12 hours of birth.

Salmonellosis

This is a family of bacteria (Salmonella sp.), and many strains can cause disease in many species, including humans. Calves are infected by ingesting the bacteria found in soil, manure or water. It can also be found in the nasal secretions and saliva of infected animals. High temperatures are common with this disease, and some strains can cause joint infections and pneumonia. Prevention measures include cleaning up grain to reduce bird droppings, avoiding exposure to possible sources of infection, and minimising calf contact with adult cattle manure.

Cryptosporidium parvum

Another disease to be aware of when raising calves is Cryptosporidium Parvum. It is very common in the industry, and infection is caused by a calf ingesting an organism that is found in soil, manure or water. This disease invades the wall of the intestine, and eggs are produced. These either re-infect calves or are shed into the environment. No specific drugs are available that destroy this protozoan. Treatment is focused on adequate fluid replacement and other supportive measures. To prevent it, avoid overcrowding and exposure to possible sources such as pasture grazed by older cattle, contaminated water, and manure from other animal species.

Coronavirus

Calves get infected by this virus by ingesting manure from adults and other calves. Pregnant cows are known to pass high levels of the virus around the time of calving. No specific drugs are available that destroy this virus. Treatment is focused on adequate fluid replacement and other supportive measures. Prevention is based on minimising calf contact with adult cattle manure and ensuring calves aren’t exposed to manure during rearing or transportation. In Australia, vaccines are available against coronavirus, and are given to cows before calving.

Colibacillosis – E coli

This is caused by a bacterium (E coli), which is a normal inhabitant in the gut of cattle. There are many different strains, and not all cause disease. E coli (K99/F5) is the most common cause of diarrhoea (known as calf scours) in calves in Australia. Treatment relies on electrolyte and fluid replacement and anti-inflammatory and non-steroidal drugs. Prevention revolves around minimising calf contact with manure. Vaccination in conjunction with good colostrum management can also effectively minimise the impact of this disease. A vaccine is now available in Australia that is administered to dams before calving to increase antibodies in their colostrum.

Coccidiosis

Coccidiosis is caused by a protozoan. Infection is caused by ingesting the organism which is found

in soil, manure or water. Treatment options include using medications such as sulpha-based antibiotics. Prevention measures include avoiding overcrowding and minimising exposure to manure and contaminated pastures.

Non-infectious, nutritional scours

This condition presents as scouring with no identifiable infectious agent present. The actual cause is unknown, but an overly-large feed may cause a digestive upset or simple indigestion disrupting normal manure production. Changes in milk temperature and milk composition may also play a role. Treatment is focused on fluid replacement and other supportive measures. Reduction in volumes of milk fed per feed and increasing feeding frequency may be of value, and good quality milk should be fed at constant temperatures.

Pneumonia

Pneumonia is another condition to be aware of when raising calves. It is a viral or bacterial infection of the lungs, and clinical signs may include coughing, fever, drooling, an increased respiratory rate and a decreased appetite. Viruses can also play a significant role as an initial cause of lung inflammation. Stressors such as cold weather, poor nutrition and overcrowding make calves more susceptible to viral infections. Treatment involves antibiotics administered by a vet. Prevention measures include ensuring facilities have shelter from draughts, adequate ventilation and good air quality.

Joint Ill

Symptoms include swollen, painful joints with limping progressing to non-weight bearing lameness. It is caused by bacteria entering the bloodstream and lodging in the joints. Treatment with the appropriate antibiotics and non-steroidal anti-inflammatory drugs can be helpful. Prevention strategies include spraying a dam’s umbilical cord with an effective disinfectant shortly after birth and repeating as necessary.

Mouth or cheek abscess

When raising calves, a common symptom associated with a mouth or cheek abscess is visible as a swelling of the cheek region. It is usually caused by a penetrating mouth wound that becomes infected with bacteria. Most wounds will heal with draining and flushing, but antibiotics are administered in severe cases.

Mycoplasma

This condition is caused by a bacteria – Mycoplasma bovis. It is known to cause ear infections, lung infections and swollen joints or joint infections. It is highly contagious, and can be spread by respiratory secretions, airborne particles, feeding equipment and contaminated water, feed and bedding. M bovis is challenging to treat successfully with common antibiotics — a long course of antibiotics is typically required. The best prevention strategy is to main a high level of biosecurity where calves are born and reared.

 

Gain a broad understanding of calf production and rearing to enhance your agriculture career with a course on raising calves, such as our Introduction to Calf Rearing.

High Demand Jobs & Courses to Match!

COVID-19 has brought significant disruption to the global economy and with it, changes to the careers landscape. However, as globalisation continues and new jobs and ways of working open up, the future of work will be dynamic, transformative and exciting!

There will be abundant opportunities for those with a range of skills and experience, and a love of lifelong learning will be an essential character trait in terms of people adapting to the workforce of the future. According to LinkedIn’s Jobs on the Rise in 2021 report, here are some of the high demand jobs.

#1 – Mental Health Specialists

Several community services roles are currently some of the most in-demand in Australia. This includes the area of mental health, which was boosted by the government’s significant financial investment in the sector in 2020. The sector incorporates a range of roles and covers all stages of life, from children and adolescents to older Australians.

Mental health specialists can include practitioners, social workers, counsellors and psychologists who deal with vulnerable people who may be experiencing poverty, discrimination, addiction, illness, domestic and family violence, mental health issues or other forms of hardship.

Fast fact: According to the Australian Government’s Labour Market Insights, the future growth of jobs in the counselling sector is expected to be over 14.2 per cent by 2026.

#2 – Healthcare/Medical Support Workers

Other high demand jobs in the healthcare sector include support worker and case management roles. Workers in these jobs typically help people access a range of care, from support at home and physical therapy to delivering assistance and services to clients. Roles also cover a range of sectors from community and aged care to homelessness support services.

Fast fact: According to the Australian Government’s Labour Market Insights, the future growth of jobs for aged and disabled carers is expected to be over 28 per cent by 2026.

#3- Customer Service Workers

With the advent of COVID-19, many customer service workers were asked to respond and navigate through significant disruption. From tourism to hospitality, they needed to re-purpose their communication and interpersonal skills to understand complaints and changing customer needs.

Fast fact: According to the Australian Government’s Labour Market Insights, the future growth of jobs for those in the retail trade is expected to be over 4.1 per cent by 2026.

#4 – E-commerce Professionals

The retail sector is one of Australia’s largest employers. And despite the significant challenges that affected “bricks and mortar” businesses due to COVID-19, it’s not surprising that the area of E-commerce is booming.

According to an article in the Australian Financial Review in May, the growth rate of online sales was almost 30 per cent in 2018. During the 2020 lockdowns, this surged to over 60 per cent. High demand jobs are abundant for E-commerce professionals, but online business owners can also reap the benefits of this burgeoning retail platform.

Fast fact: According to Statista, while online sales accounted for 18 per cent of global retail sales in 2020, that share is projected to climb to over 21 per cent in 2024.

#5 – Digital Content Writers

Content is truly king in this digital age, and according to LinkedIn, its demand is increasingly high. In 2020, it observed a sharp increase in organisations’ posts, making bloggers, copywriters, freelance writers and podcasters some of the latest high-demand jobs.

Fast fact: According to the Australian Government’s Labour Market Insights, the future growth of jobs for journalists and other writers is expected to be over 7.1 per cent by 2026.

#6 – Education Roles

Tasked with preparing children for primary school, those working in early childhood education prepare materials and equipment for children’s education and recreational activities. They also support their emotional, physical and social development, playing a crucial role in giving Australia’s youngest generation quality learning experiences.

Fast fact: According to the Australian Government’s Labour Market Insights, the future growth of jobs for child carers is expected to be over 5.9 per cent by 2026.

#7 – Finance Professionals

Australia has a sophisticated financial services sector, which is one of the most significant contributors to the national economy. Another one of the high demand jobs in the current employment market is those of finance professionals, including accountants and bookkeepers.

Fast fact: According to the Australian Government’s Labour Market Insights, the future growth of jobs for accountants is expected to be over 9.2 per cent by 2026.

#8 – Digital Marketing Specialists

The ability to communicate with customers using digital marketing, including social media, has become even more important in this Information Age as many brands face significant disruption to their usual customer engagement.

Fast fact: According to LinkedIn, half of the top ten jobs posted on their site are in the media or digital space. 

#9 – Recruitment Professionals  

With many companies freezing hiring the past year due to uncertainties, recruiters have had to re-evaluate their recruitment strategies. One trend that has emerged is recruitment consultants pivoting to a role as a “career development specialist”, focusing on not just recruiting but helping people find new roles and careers.

Fast fact: According to the Australian Government’s Labour Market Insights, the future growth of jobs for HR professionals is expected to be over 13.1 per cent by 2026.

#10 – ICT Managers

The Information Technology sector is continuing to grow at a rapid rate and is arguably one of the most valuable future-proof industries. Information and Communications Technology (ICT) Managers typically manage the acquisition, development, maintenance and use of computer and telecommunications systems within organisations.

Fast fact: According to the Australian Government’s Labour Market Insights, the future growth of ICT managers’ jobs is expected to be over 17.7 per cent by 2026.

#11 – Cyber Security Specialists

The cyber security sector is growing fast, and according to the Government’s own Cyber Security Strategy, Australia is suffering from a cyber security skills shortage. People in cyber security roles offer a range of services from developing software to minimising viruses, hackers and phishing.

Fast fact: Over the 2020-21 financial year, the Australian Cyber Security Centre (ACSC) received over 67,500 cybercrime reports, an increase of nearly 13 per cent from the previous financial year.

Best Online Business Courses (For Anyone)!

There are a lot of uncertainties in the COVID-19 pandemic business world, but one thing is certain — we need to be adaptable to what is an ever-changing environment. Along with trends towards automation, E-commerce and remote work, the future of work is also centred around the need for workers to be prepared to re-skill throughout their careers to meet changing demands.

Skills-based Business Courses

According to the 2021 National Skills Commission report, core competencies, otherwise known  as “soft” or “employability skills” will become increasingly important. These are skills that are common across most occupations and industries.

Here are some of the business skills that are in greatest demand, including some recommended by the World Economic Forum’s (WEF) 2020 Future of Jobs Report. We’ve also included some suggestions of online business courses we offer that will help you achieve them!

Industry-based Business Courses

If you already have an idea of the type of industry and role you would like to aim for or transition to, we also offer a range of online business courses that will help you get your foot in the career door. Some stats from the Australian Government’s Labour Market Insights might also offer that final bit of inspiration to get you started!

HR and Recruitment

Human Resource Professionals plan, develop, implement and evaluate staff recruitment and assist in resolving disputes by advising on workplace matters. Many of them also represent commercial, industrial, employer, union and other parties in negotiations on issues like rates of pay, enterprise bargaining and conditions of employment.

In terms of online business courses, consider one of our human resources and recruitment courses. According to the Labour Market Insights, the future growth of HR professional jobs is expected to be over 13.1 per cent by 2026. 

Office Administration

Those who work in office administration perform a wide range of admin support roles to professionals in a range of occupations. Typically, they will use relevant equipment and software, deal with customer or client enquires, organise and collate paperwork, organise meeting resources and manage budgets, data and financial systems. Some of the most common online business courses undertaken are:

Project Management

In the broadest sense, project managers (PMs) are responsible for planning, organising, and directing the completion of specific projects for an organisation while ensuring projects are on budget, on time, and within scope. They may also undertake risk assessments, manage stakeholder relationships and report back to stakeholders in terms of highlighting any risks, challenges and successes. Project management online business courses can cover areas like:

Management and Leadership

Managers perform a variety of functions from supporting decision-making and problem solving and translating corporate goals, to monitoring and controlling budgets and planning and goal setting for the future (among many other tasks!) General management and leadership online business courses can include:

Government /Public Sector

This industry sector spans federal, state or territory and local governments with varying responsibilities. The federal government is responsible for the conduct of national affairs, which can include trade, currency and commerce, defence and foreign affairs, air travel, immigration, postal services, telecommunications and broadcasting, and most social services and pensions.

Major State responsibilities include schools, public works, hospitals, roads, railways and public transport, conservation and environment, agriculture and fishing, community services, industrial relations, sport and recreation, consumer affairs, police, prisons and emergency services.

Local Councils are concerned with matters close to our homes, such as public health, building regulations and development, parks and playing fields, local roads and footpaths,  waste disposal, libraries, local environmental issues, and many other community services.

One of the benefits of online study is that you can choose courses on a range of subjects to suit your individual circumstances. So if the government sector is your preference, many of the above online business courses will greatly enhance your skills and employability.

Work Health and Safety

Sometimes called occupational health and safety, work health and safety (WHS) involves the management of risks to the health and safety of people in the workplace. This includes all employees as well as visitors, customers and suppliers. Some of the areas online business courses in WHS cover include:

According to the Labour Market Insights, the future growth of public administration and safety jobs is expected to be over 4.2 per cent by 2026.

9 Wellbeing Strategies That Work (For You & Your Clients)

We commonly associate mental health with what’s wrong – such as depression, anxiety and other illnesses. But those who understand wellness know that mental health is also about what’s going right. How long since your last mental health check-up? Because, as we’re now realising, mental health is just as critical as physical health to longevity. Here are nine wellbeing strategies that might help you (or your clients) live better!

  1. Build Connections

Relationships are vital to your mental health and wellbeing. This wellbeing strategy is the foundation that helps you get through the difficult times and to celebrate the happy moments in life. If you’ve lost some of your connections, whether with friends, family or colleagues, take the time to rebuild. You’ll enjoy a better state of mind and a more full, enjoyable life when you share it with others. If it’s difficult to find social avenues to connect with people, invest in a hobby or volunteer work that gets you into a positive social group – perhaps it’s book club or work with Meals on Wheels.

  1. Keep Learning

The lifeblood of personal development and growth – learning! When you keep your brain active, you’re mentally healthier and better prepared to take on new challenges. Learning new things also boosts your self-esteem and self-confidence. So, whether you want to learn to plant a garden, communicate with confidence or change your career, you’re doing your health good when you invest in your education. After all, education is one thing that no one can take away from you!

  1. Stay Active

Regular, planned exercise is a wellbeing strategy that will boost your mood, reduce stress, and even improve your sleep. The trick is to make it a habit. Habits are best (and most quickly adapted) when you do something every day at the same time. So, if getting up at 5 am for a 10km run isn’t your idea of a good time, don’t do it! Set a time of day when you feel most energetic, and your time is your own. You can learn more about the critical role of physical activity and movement in our wellbeing course.

  1. Give Generously

Generosity is a bit underrated (if you ask us), and it’s a shame because it’s so good for you. In fact, evidence suggests that during gift-giving, we secrete “feel good” chemicals in our brains, such as serotonin (a mood-mediating chemical), dopamine (a feel-good chemical) and oxytocin (a compassion and bonding chemical)! And just like exercise and a healthy diet, generosity may increase your lifespan, according to a study.

  1. Be Curious

Did you know that curious people are happier? Research is proving that being curious is linked with psychological, emotional, social and health benefits. One study shows that curiosity is associated with increased positive emotions, lower anxiety, greater satisfaction with life and better psychological wellbeing. Of course, maybe happier people are just more curious. Regardless, discovering something new does make us feel good – so it’s likely this relationship travels in both directions. So, get curious about life!

  1. Forgive/Make Amends

If you’re holding onto grudges, it’s time to let go. Research has shown that forgiveness is linked to better mental health outcomes, including reduced depression, anxiety and major psychiatric disorders. It’s also linked with fewer physical health symptoms and lower mortality rates! So, forgive those who’ve wronged you and make amends with those who feel wronged by you. It’ll make you a happier, healthier person.

  1. Embrace Nature

How much time do you spend out in nature? If you’re a city (or suburb) dweller, make time to travel into a forest now and then for your health’s sake. It turns out that spending at least 120 minutes a week in nature is associated with good health and wellbeing. In Japan, the nature as medicine exercise is called shinrin-yoku, also known as forest bathing, and its benefits are legendary. In fact, in Japan, over 40 decades of research into shinrin-yoku has led to it being prescribed by health professionals.

  1. Eat Healthily

Have you heard of “good mood foods”? They’re the foods that boost our energy, alertness and state of mind, but they’re not the type you might think. If you’re thinking stimulants – caffeine – or sugar- glucose hit – you’d be wrong. While these quick-fix choices might do the trick at the moment, you’ll pay for it down the track. Food (and drinks) have a significant impact on our wellbeing. So, what foods should we eat for better health and wellbeing? In a nutshell, fruits and vegetables, whole grains, lean meats, fish, eggs, dairy and lots of water are best. Curious for more? Learn about nutrition and mood foods in our wellbeing courses.

  1. Make Time for Mindfulness

If you have a health device, such as an Apple Watch, you’ll notice that you’re prompted throughout the day to be mindful. So, why does mindfulness matter as a wellbeing strategy? This ancient practice is about slowing down to be completely aware of what’s happening in the present. It means doing away with being on autopilot. Studies suggest mindfulness helps manage stress, cope with illness, and reduce anxiety and depression.

15 Fascinating Facts About Wellbeing

 Whether for your own knowledge or to entertainment your clients, we think these facts about health and wellbeing will fascinate and inform!

  1. Laughing is good for the heart and can increase blood flow by 20 per cent!
  2. You burn more calories sleeping than watching television
  3. You’re 1cm taller in the morning than in the evening
  4. Anxiety can make bad smells even worse
  5. Eating eggs improves your reflexes and intellectual performance – not unlike medical stimulants like Ritalin
  6. Chewing gum sharpens your focus
  7. Physically active pregnant women have smarter babies
  8. Oatmeal and coffee help ward off depression
  9. Bananas can boost your mood
  10. Gratitude can increase happiness by as much as 25 per cent
  11. Having a good social circle boosts your longevity by 50 per cent
  12. Dehydration negatively impacts mood, memory and brain performance
  13. Inactivity and excess sugar consumption is as bad as smoking for your health
  14. Just 10 minutes of daily exercise can save your health
  15. Brisk walking is nearly as healthy as running (the same distance) in lowering hypertension, diabetes and high cholesterol.

Why Study Health & Wellbeing?

If you’d like to improve your own health or your client’s wellbeing, consider our Certificate of Health and Wellbeing. You’ll learn about wellbeing strategies to boost physical, social, intellectual and emotional health and wellbeing to meet the demands of life. Whether for personal gain or to serve clients better through professional development, this course shows you how to optimise all areas of health and wellbeing.

 

Our online courses are an excellent way to test the waters before investing in further education. If you have any questions, contact one of our friendly Course Consultants via phone, Live Chat or email.

Why Study Health and Wellbeing Courses?

If you want to learn the foundation principles of health and wellbeing, our Certificate of Health and Wellbeing course is ideal for you. You’ll learn how to incorporate exercise, nutrition, and stress management techniques to live better both physically and psychologically. You’ll discover how to administer basic mental and physical first aid and educate others on how to enjoy better health and wellbeing.

Whether you’re looking to improve yourself or your client’s health and wellbeing, this wellbeing course empowers you to deliver results. It’s also an excellent course if you want to explore careers in the health and wellbeing sector, including:

Lifestyle Assistant

Lifestyle assistants work as part of a team to motivate residents (in residential care) or clients towards physical and social rehabilitation through activities that promote wellbeing. The role involves designing, implementing and evaluating leisure and recreational programs for residents in care facilities.

Leisure and Lifestyle Coordinator

Leisure and Lifestyle Coordinators often work with vulnerable people in aged care or disability support services. The role involves the care and support of residents or clients to tending to their physical, mental, spiritual, social and intellectual needs.

Health and Wellness Coordinator  

Encourage employees, residents or students to care for their health and wellbeing. Health and Wellness Coordinators educate and inspire people to enjoy better mental, emotional and physical health.

Corporate Health Officer (aka Chief Wellness Officer)

In the corporate world, comprehensive wellbeing courses (or programs) that promote mental, emotional, physical, financial and professional development are rising in popularity. So, it makes sense that there’s a rise in demand for CWOs or Chief Wellness Officers! A CWO might seem like it belongs in a human resources department. But it’s unique and not compliance-based in function. CWOs plan, execute and monitor strategies to improve staff culture, morale and happiness in workplaces.

If any of these careers appeal to you, explore our wellbeing courses to add essential skills to your professional portfolio. Or perhaps an online course could be a springboard for further, in-depth study?

Certificate of Health and Wellbeing

Learn how to boost your physical, social, intellectual and emotional health and wellbeing to meet the demands of life. Whether for personal gain or to serve clients better through professional development, this course shows you how to optimise all areas of health and wellbeing.

What will you learn:

  • Food allergies
  • Defining health
  • Defining fitness
  • Motivations & barriers to exercise
  • Factors affecting physical activity participation
  • Motivating factors
  • Barriers – discourage a person from exercising
  • Low self-esteem
  • Increase a person’s self-esteem
  • Demographics
  • Good sources of information
  • Health risk and physical activity
  • Regular physical activity
  • Wellness – a health care strategy for an ageing population
  • Implementing a wellness programme
  • Exercise for the aged
  • Osteoporosis
  • Arthritis
  • Hazardous substances
  • Alcohol and smoking
  • Human nutrition
  • Healthy eating
  • Stress management and relaxation
  • Preventative health – mental and physical
  • Basic mental and physical first aid

Our online courses are an excellent way to test the waters before investing in further education. If you have any questions, contact one of our friendly Course Consultants via phone, Live Chat or email.

Develop Skills for Working with Vulnerable People

Working with vulnerable people in society is pivotal in the community services sector. The sector is also one of the largest in Australia, with the COVID-19 pandemic increasing demand for “care economy” workers.

The sector covers all stages of life — from childcare to aged care — and incorporates a range of roles. It can also involve working with vulnerable people experiencing domestic violence, discrimination, illness, disability or other forms of hardship.

This includes working in various sectors, including aged care, mental health, family services, child protection and supporting Aboriginal and Torres Strait Island individuals and those with specific disorders from Autism Spectrum Disorder to dementia.

According to LinkedIn’s 2021 report, Jobs on the Rise, several community services roles are currently some of the most in-demand in Australia. These include childcare workers, case managers, youth workers and social service specialists.

If you are keen to work in a sector that involves working with vulnerable people in our communities, here are some skills that might be beneficial.

  • Working with vulnerable people can be challenging. And while skills and training are paramount to maintaining high working standards, a passion for helping those in need can make a real difference.
  • Dedication to the profession is also crucial. Many people who work in community services view their job as more of a “calling” than a job. They are the people that often family and friends look to in times of need. And for many, their role is part of their identity and putting others first comes naturally.
  • Along with training, care workers bring varied life experiences to their work, enabling them to relate to clients more effectively. Simply getting through challenges or having experience in other areas of life can be wonderfully beneficial to the worker-client relationship.
  • If clients are exhibiting behavioural issues or are withdrawn, a friendly presence will often help them feel safe and happy. When working with vulnerable people, being warm and open also helps those in community services build rapport with their clients. This develops not only better working relationships but long-term friendships.
  • Because those in this sector regularly encounter individuals from a variety of backgrounds with diverse health issues, it may impair their ability to communicate. Interacting clearly with clients — who may have individual needs — will assist with effective working practices. Good communication will colleagues also ensures clients receive a standardised level of care.
  • Isolation is a situation many of those needing support face daily, and this can have a range of negative consequences. Humans are generally social by nature, so just being present can be a huge part of working in this field. In addition to physical assistance, listening and engagement are some of the most valuable support mechanisms that can be offered.
  • A sense of humour. Sometimes laughter really is the best medicine. When clients suffer from health issues, making them smile — even for a short time — can make a world of difference to their physical and mental wellbeing.
  • Many of those working with vulnerable people are on the front line, facing clients’ challenges alongside them. Many will build close relationships, and it may be difficult seeing people suffer. However, if they can remain positive and strong during difficult times, it can help clients face their difficulties more effectively.
  • As a worker in community services, it is often valuable to place yourself in your client’s shoes. Questions to ask include: How would you feel in their situation? How would you react? Imagining yourself in different scenarios can help you better understand your clients’ behaviour and mindset, helping you to provide the individual support they need.
  • A desire to learn. In many professions, when you are working with vulnerable people, you will need to complete training to ensure you are safe and effective at work. However, treating every day as a learning experience can improve your skills and knowledge and contribute to your continued professional development. This learning can also be used to complete further training as you advance in your career.
  • Exceed expectations. Community care workers understand they are responsible for providing their clients with the best quality of life possible. Even in demanding or stressful situations, they go the extra mile for vulnerable individuals in society, often without expecting or receiving recognition.
  • Open-mindedness. Working with vulnerable people often involves dealing with people from diverse backgrounds, including people with cultural, behavioural and physical differences. Treating clients with respect, regardless of their situation, will ensure they receive the dignity they deserve throughout their care journey.
  • Organisational skills. Depending on their work environment, those working with vulnerable people may have to coordinate a range of activities in a working day. This can include planning and coordination with colleagues and other specialist health and wellbeing services to ensure a holistic service delivery.
  • Calmness under pressure. Working in the community services sector can be stressful. And given the challenges of the COVID-19 pandemic, in particular, resources can be stretched. Time and budget constraints, and the desire to provide the best possible care to clients, can often be a constant balancing act.
  • For many vulnerable people, those who assist them are their lifelines, and they rely on care input for much-needed social interaction. It can also extend to the area of assisting with basic activities for daily living, so reliability is vital.
  • A calm presence is essential for putting individuals at ease, particularly when working with the elderly, including those with dementia. Those with personal care needs or mobility issues may also require extra help. Working with clients at their own pace can improve the delivery of care.
  • Critical thinking. Working in community services is complex, and a wide range of challenges may be encountered. Problem-solving, where appropriate, ensures individuals remain safe while continuing to deliver the highest quality care.

Top Reasons to Work in Community Services

The community services sector is one of the largest in Australia. In fact, according to LinkedIn’s 2021 report, Jobs on the Rise, a number of community services roles are currently some of the most in-demand in Australia.

Unsurprisingly, frontline workers top the list. However, COVID-19 has also fuelled demand for what is known as the “care economy”. This refers to the healthcare and social assistance sector, and it is one of the country’s largest and fastest growing industries, employing more than 1.5 million people. The sector covers all stages of life — from childcare to aged care — and incorporates a range of roles. According to the report, youth workers, social services specialists, childcare workers and case managers, in particular, are in high demand.

Working in community services typically means dealing with vulnerable people who may be experiencing poverty, hardship, discrimination or domestic violence. These roles deliver much-needed help when it comes to providing counselling, food relief, emergency housing, health clinics, aged care, child care services, and other services that affect the community’s most vulnerable members. Here are some career-enhancing reasons to work in community services.

You can make a real difference in people’s lives

When you work in community services, you profoundly impact the welfare of vulnerable people. Every day you can help and support others, make a difference to the quality of their lives, and give them hope for a brighter future.

This sense of achievement also extends to advocating for the rights of people who can’t necessarily stand up for themselves. Using your voice, connections and influences, you can help them tackle the legal, social and economic barriers that often trap individuals and keep them in at-risk situations.

As a community service worker, you can also build stronger, more inclusive communities by acting as a link between clients, healthcare workers, educators and social service professionals.

You’ll enhance your personal growth

While being a community service worker can be challenging, knowing that your job is meaningful to others can make you experience an enormous sense of purpose and personal fulfilment. It can help raise awareness of issues you are passionate about, as many roles involve marginalised communities and individuals in need.

You will make new friends, expand your professional network, and improve your communication, interpersonal, social, collaboration and time management skills. Working with people from all walks of life can also help you become more empathic and build your emotional intelligence.

You’ll be joining a fast-growing sector

According to the Australian Industry and Skills Committee, the Health Care and Social Assistance sector (of which community services form part) is the largest employing industry in Australia and has experienced continuous employment growth since 2001. In 2021, approximately 1.8 million people were employed in this industry, which is projected to increase to more than two million by 2025.

The employment landscape has also changed dramatically with the challenges of the COVID-19 pandemic. If you are looking to work in community services, it’s worth knowing some of the occupations forecasted to have the most significant projected employment growth according to the Australian Government’s Labour Market Insights. They project jobs in healthcare and social assistance will grow by 15.8 per cent by November 2026 and include roles in aged care, disability services and mental health.

You’ll have multiple career options

Work in community services involves a myriad of different roles, ensuring employees have opportunities to expand their skill set and qualify for different roles. Ultimately, this means you could follow a variety of career paths throughout your career until you find your niche. Some of the areas you can specialise in (and this list is just a snapshot!) include:

Aged care

According to the Australian Government’s Labour Market Insights, this is one of the occupations with the most significant projected employment growth over the next five years. Job roles could include working in:

Disability services

Another occupation with significant projected employment growth, the area of disabled carers is also one of the largest employing occupations in the health care and social assistance sector. This is partly due to the Australian Government investing over $64 million in the National Disability Insurance Scheme (NDIS) in the 2018-2019 budget.

Mental health

In 2020, the Federal Government provided more than $20 million in additional funding for research to improve mental health care in Australia. This has increased the demand for jobs, including in the areas of:

Child protection

In 2020–21, almost 179,000 children aged under 18 years received child protection services. This equates to a rate of 32 per 1,000 children. Working in child protection can include the areas of:

You’ll enjoy work flexibility

One of the other benefits of community services is the flexibility offered in terms of when, where and how you work. Community services workers can work in the government, private or not-for-profit sectors, and each comes with its own perks and benefits.

Many roles offer hours outside of the “standard” nine-to-five. So you can find a job that suits your schedule and your preference. There may also be the opportunity for weekend and public holiday work which could enhance your income.

Community service workers are also required nationwide — in big and small cities, regional towns and rural and remote locations. This country-wide demand will ensure you have lots of options in terms of where you would like to live and work.

Could You Be an Adult Educator?

Learning is essential to our existence. And just like food nourishes our bodies, continuous learning nourishes our minds. As Mahatma Gandhi once said, “Live as if you were to die tomorrow. Learn as if you were to live forever”.

And despite the studies citing that after the age of twelve we lose some of the capacity to absorb new information, all of us have neuroplasticity. This is the brain’s ability to rewire itself in response to new challenges. This fact alone is motivation enough for you to work in the area of adult education, and a great first step is to undertake our Facilitate Adult Learning & Development course!

Whether it’s in literacy, language or numeracy, this course will teach you how to guide, advise, support and respond to the needs of those keen to step into the wonderful world of adult learning courses. Need more inspiration to get started? Let’s look at some theories around adult learning, the types of adult learners, and what makes adult learners different from younger generations.

Adult Learning Theories

There is an abundance of theories surrounding adult learning, and many are based on “andragogy”. Andragogy is the “art and science of helping adults learn”. The first recorded use of the word was in the 1830s, however, the disciplined pursuit began in the 1960s.

Within formal education including adult learning courses, the word is most often used in reference to self-directed learning. This takes into account an individual’s desire to know:

  • The reasons for learning something.
  • Broad experiences and knowledge bases.
  • Need for high levels of autonomy in their learning.
  • Inclination toward immediately relevant and useful subjects.
  • Preference for informal, problem-centred over formal, content-focused engagements.
  • Tendencies to be more internally than externally motivated.

Alexander Kapp and Eugen Rosenstock-Huessy developed theories around adult education that were later popularised by Malcolm Knowles, a theorist in adult education.

For Knowles, adult learning was premised on these principal metaphors:

  • Knowledge is … what one has learned.
  • Knowing is … using what one has learned.
  • A learner is … an adult (individual).
  • Learning is … experiencing and integrating.
  • Teaching is … facilitating.

How Adults Learn

As a result of undertaking our Facilitate Adult Learning & Development course to encourage individuals to undertake adult learning courses, you may be interested in some of the fundamental theories around how people learn. Three major theories are:

#1 – Behaviourism

Behaviourism stems from the work of B.F. Skinner and assumes the learner begins as a “clean slate”, passively receives information, and adopts behaviours through negative or positive reinforcement. Learners focus on and remember key points, and learning is a response to particular stimuli. Instruction is repetitive and reinforced. The focus of this theory is that all behaviours are acquired through conditioning.

#2 – Cognitivism

Cognitivism rejects the idea that all behaviour is merely a response to external stimuli. Instead, learners actively process information by linking old and new information together in a cumulative and meaningful way. The theory assumes that learning occurs as a result of mental or cognitive processes. Mental processes include thinking, knowing, remembering, observing, problem-solving, categorising and making generalisations. This theory focuses on the human mind and how people think and understand.

#3 – Constructivism

With constructivism, learning is a process of building one’s own subjective reality, and learning is an active, constructive process. Knowledge is developed through the process of contextualisation, and learners bring their own experiences, interpretation and cultural factors to a learning experience.

Types of Adult Learners

Those who undertake adult learning courses can be typically described in five groups:

#1 – Lifelong learners. Adults who have had positive experiences of learning and want to continually expand their knowledge, skills and interests.

#2 – Reluctant learners. Adults who have had negative learning experiences and need a lot of encouragement to give learning another go if it is in a formal environment.

#3 – Breaking barriers learners. Adults who want to learn more but have barriers to participating in adult learning such as isolation, financial concerns or lack of family support.

#4 – Community builders. Adults who want to learn with others in order to participate in their community and expand the quality of their relationships.

#5 – Foundation learners. Adults who missed out on the schooling they need and want to be able to read, speak, write and listen more effectively and improve their basic maths skills. It also includes adults whose first language is not English who want to improve their English reading, writing, listening and speaking.

What Makes Adult Learners Different?

For Knowles, adult learning was premised on the following characteristics:

The need to know

Adults want to know why they need to learn something and understand its value. They may ask, “Why is this important?” or “Why do I need to know this?” They also want their learning experiences to:

  • be relevant
  • meet their needs
  • help them achieve their goals.

Learner’s self-concept

Adult learners want to be seen as capable learners and should be offered choices and be encouraged to set their own learning goals. Adult learners:

  • are independent
  • are self-motivated and self-directed
  • can make their own decisions
  • like to find their own way
  • want to manage their own learning.

The role of the learner’s experience

Adult learners bring the diversity and richness of their lives with them. Hence, they should be given the opportunity to use their existing experience and knowledge, which they can apply to new learning experiences. They typically:

  • may have ingrained ideas about things
  • have diverse experiences and knowledge
  • apply their life experience and knowledge to new learning
  • use their reflecting, problem-solving and reasoning skills.

Readiness to learn

Adults are ready to learn when they identify something they want to know, become proficient at, or experience something that connects with their life situation. They typically:

  • are goal focused
  • want timely learning
  • seek meaningful learning experiences
  • need clear learning goals.

Orientation to learning

Adult learners want to be engaged in problem-centred or life-centred learning experiences. They typically:

  • are practical – their learning should apply to their job, lives, etc.
  • want to be involved in planning their learning
  • focus on the aspects that are most useful to them.

Motivation

Adults are responsive to external motivators such as an increased salary or a better job, however, the best motivators are internal. For example,

  • increased job satisfaction
  • heightened self-esteem
  • better quality of life
  • personal growth and development.

10 Short Courses to Get a Job Now

The job market has changed dramatically in the past decade, particularly with the challenges of the COVID-19 pandemic affecting virtually every industry. However, not all sectors and occupations have been adversely affected. According to the Australian government’s Labour Market Insights here are the occupations with the most significant projected employment growth. (And our recommended short courses to get a job that you can sign up for today!)

#1 – Certificate of Aged Care Counselling

With the strain the COVID-19 pandemic has put on our healthcare system, it is not surprising that healthcare jobs are in demand. In fact, jobs in healthcare and social assistance are expected to grow by 15.8 per cent by November 2026.

Aged care in particular is a growing profession, primarily because people are tending to live longer. And along with ageing, comes specific challenges that require qualified and compassionate experts to assist.

Our Certificate of Aged Care Counselling is ideal for those looking to enter the sector or who are currently working in aged care, counselling, psychology or in a carer or health professional role. After completing this course, you will have expanded your knowledge and understanding of the ageing process and be able to devise strategies to help and support the elderly with a variety of age-related changes.

#2 – Certificate of Disability Services

The area of aged and disabled carers is one of the largest employing occupations in the health care and social assistance sector. In terms of disability services, this is partly due to the Australian Government investing over $64 million in the National Disability Insurance Scheme (NDIS) in the 2018-2019 budget.

In terms of short courses to get a job, our Certificate of Disability Services will provide you with the essential knowledge and skillset to provide person-centred support to those with a disability, including how to facilitate the empowerment of people with disability by fostering self-determination and independence.

#3 – Certificate of Mental Health

Another one of the largest employing occupations is that of a welfare support worker, with the industry set to grow by over 25 per cent over the next five years. Mental health workers, in particular, are in high demand, mainly due to disruption caused by the COVID-19 pandemic, which has profoundly impacted the mental health and wellbeing of many Australians.

In 2020, the Federal Government provided more than $20 million in additional funding for research to improve mental health care and reduce suicides in Australia. This is also affecting the demand for jobs in the sector.

Our Certificate of Mental Health will give you insights into the issues surrounding homelessness, drug and alcohol abuse, advocacy, legal and ethical obligations and the recovery approach.

#4 – Certificate of Medical Business Administration

Along with the increase in jobs in health care and social assistance comes a demand for those with medical business administration skills, particularly in general and specialist medical services. Ideal for medical secretaries, medical practice managers and specialist medical personal assistants, our Certificate of Medical Business Administration is one of the ideal short courses to get a job and will help launch your career as a practice manager.

In this course, you will learn to use appropriate advanced medical terminology, carry out routine tasks, and communicate with a range of internal and external clients in a medical environment. You will also gain insights into how to provide advice to patients regarding process referrals and fee structures, and to prepare and process medical accounts for a range of patients.

#5 – Certificate of Information Technology

Another occupation with considerable projected employment growth is software and applications programmers. Projected employment growth is estimated to increase by 27 per cent by November 2026.

However, IT technology as a whole — including the areas of e-commerce — is a vital contributor to every industry sector, from sport and retail to sport and finance (and everything in between!) Again the COVD-19 pandemic has played a part, with many businesses forced to move online and offer work-from-home solutions for staff.

In terms of short courses to get a job, our Certificate of Information Technology will provide you with the foundational knowledge to understand the operations and components of computer systems. It will also give you the confidence to create and design HTML, and use publishing and word processing software.

#6 – Introduction to Cyber Security

Another of the occupations with the largest projected employment growth is in the area of cyber security. Projected employment for database and systems administrators and ICT security specialists is expected to increase by nearly 39 per cent by November 2026. This is mainly due to the increase in cybercrime in Australia. In 2021, a report issued by the Australian Cyber Security Centre cited an increase of 13 per cent in reports of cybercrime from July 2020 to July 2021.

In our Introduction to Cyber Security course, you will learn how to understand the concept of cyber security, the types of threats and defensive mechanisms. This will give you insights into the importance of digital literacy to improve privacy and protect businesses from potential cyber threats.

#7 – Certificate of Legal Administration Paralegal

The law sector (particularly solicitors) is set to have substantial projected employment growth of 21 per cent by November 2026. And although we don’t offer these specific qualifications, we do offer courses that will enable you to amply support your solicitor boss!

These include our Certificate of Legal Administration Paralegal, which will equip you with the knowledge and skills to work as a paralegal, legal secretary or administrator in a legal office or a legal department within an organisation.

#8 – Certificate of Human Resource Management

Those working as HR managers are also in roles that have the largest project employment growth for the next five years (up by over 16 per cent). We offer a range of HR and recruitment courses, including our Certificate of Human Resource Management, which will teach you how to manage all aspects of selection, recruitment, performance management and strategic workforce planning.

#9 – Certificate of Payroll

The number of accountant jobs is also set to increase by 2026 — by nearly 18,000, which is an increase of 9.2 per cent. In terms of short courses to get a job, one speciality worth considering is in the area of payroll.

Our Certificate of Payroll will teach you how to manage the entire payroll process, from preparing payroll documentation and dealing with payroll enquiries to processing payroll in manual or computerised payroll systems. This will allow you to work in small and medium businesses, and big accounting firms or even give you the option to work for yourself in the “gig economy”.

#10 – Certificate of Business Management

Management and organisation analysts will also increase in demand over the next few years — by over 32 per cent. These roles involve assisting organisations to achieve greater efficiency and solve organisational problems by analysing organisational methods, structures, procedures and systems.

Our Certificate of Business Management will teach you how to strategically manage quality customer service, budgets and financial plans, people and performance, operational planning and team effectiveness.

Study Sports and Entertainment Marketing

Marketing is essentially the process of exploring, creating and delivering value in terms of your goods or services to meet the needs of your target market. Sports and entertainment marketing is specifically related to the leisure, sports and recreation industries, including sports or fitness groups or businesses, entertainment and accommodation venues, and museums or cultural arts centres.

Our Certificate of Marketing (Sports and Entertainment) will help you enhance the viability of both commercial and non-commercial recreation businesses. By studying this course you will gain insights into customer databases, marketing strategies, PR and media promotions, marketing and consumer laws, and promotional materials like signage, magazines, advertising and merchandising materials. You will also learn how to manage promotional activities, events, patron and membership levels, fundraising and sponsorship, and how to deal with customer complaints.

Leisure marketing is also closely related to sports and entertainment marketing … and we offer a course in that too! Learn more about our Certificate of Leisure Marketing here.

Sector Statistics

The employment level in this sector has undergone definitive highs and lows over the years. According to the Australian Industry and Skills Committee, the employment level in the Sports and Recreation Activities industry more than doubled between 2001 and 2019 but declined by 50 per cent from 2019 to 2020. The level again increased by 87 per cent in 2021, however, it is projected to decrease by 2025.

It’s not surprising the COVID-19 pandemic has had a major impact on the sector. Most organisations and businesses in the industry have had to follow mandated closure orders to minimise the spread of the virus. However, across parts of the country, many organisations have now re-opened, albeit operating in a very different environment that is guided by new restrictions and regulations.

If you are keen to undertake a sports and entertainment marketing course, you will be happy to know that the road to recovery for this industry has been guided nationally by the release of the National Principles for the Resumption of Sport and Recreation Activities.

This is a set of principles released by the National Cabinet, which were developed in conjunction with the Australian Institute of Sport (AIS). These principles align with the AIS’s own release, the AIS Framework for Rebooting Sport. They provide a guide for the re-introduction of sport and recreation activities, including the safe return of training and competition activities. It’s worth noting that although this release provides a set of national principles, each state and territory may encounter different levels of restrictions depending on the incidence of COVID-19 in their community.

Industry Snapshot

The sport, fitness and recreation sector is strongly influenced by other industries such as government, education, community, health, retail, media, tourism and entertainment. According to the Australian Industry and Skills Committee, the sector comprises four primary areas of industry:

  • Aquatic and community recreation
  • Fitness
  • Outdoor recreation

According to the Global Wellness Institute report, Global Wellness Economy: Looking Beyond COVID, the global health and wellness market could be worth almost US$ 7 trillion by 2025. However, the sector’s impact extends beyond economic benefits, with the industry and its sub-sectors providing significant value and contribution to society. In Australia, this includes mental health benefits, preventative health, decreased worker absenteeism, and reduced compensation claims and injuries.

The industry is extremely popular with Australian consumers and caters to a range of demographics and tastes. Consumers are increasingly seeking services targeted to their specific needs, which has led to an increased range of activities on offer, including personal trainers and gyms and fitness facilities. It also mirrors a demand for personalised fitness services and a holistic health and wellbeing approach, including analysing nutritional requirements and mental, emotional and spiritual goals.

Top Skills

According to the Sport and Recreation IRC’s 2019 Skills Forecast, the following form the top priority skills required across the industry:

  • Teamwork and communication
  • Problem-solving
  • Self-management
  • Technical and job-specific skills.

Additionally, other skills identified included:

  • sports and entertainment marketing
  • initiative and enterprise (i.e. small business management)
  • sports administration.

Generic skills identified as having priority for this industry include:

  • Customer service
  • Communication
  • Learning agility
  • Leadership

The Marketing Mix

There is an abundance of theories and resources to explore if you are keen to undertake a sports and entertainment marketing course. But a great place to start is to consider the Marketing Mix, also known as the “7ps of marketing”. This concept first evolved in the 1960s with E. Jerome McCarthy’s book Basic Marketing: A Managerial Approach. He developed the “4ps of marketing”, which has since been expanded to seven.

#1 – Product

Any marketing strategy should begin with the physical product, service or experience you are “selling”. You should know the key features, benefits and Unique Selling Proposition (USP), and why your clients or customers will choose you over your competitors.

#2 – Price

This is being aware of the demand for your product or services and what your clients or customers will pay. Your pricing will reflect how you want your customers to perceive your business and your brand.

#3 -Place

Consider where your customers will see your product or service for the first time and where they can buy it.  Also, ask yourself whether your advertising (for example, your website) is sending out the right message.

#4 – Promotion

This forms a big part of sports and entertainment marketing. There is a range of platforms where you can products or services, including via:

  • Traditional advertising – TV, radio, print media
  • Online advertising – social media, Google ads
  • Direct marketing – SMS, email marketing, Messenger
  • PR and brand recognition – sponsorship, podcasts, social media posts, blogs, event participation
  • Cross-promotion with other brands.

#5 – People

This refers to the customer experience and the employees or businesses who are your direct or indirect promoters and supporters.

#6 – Process

Automated, consistent processes will positively impact your ability to grow and scale your business.

#7 – Physical evidence

This is the customer journey with your brand. It includes logos, social media presence and the sales process, such as invoices and emails.

7 Wellness Courses to Boost Client (or Personal) Health

If you’d like to integrate popular wellness therapies into self-care or health-care-related businesses, like counselling, many wellness courses can help. Wellness therapies are important adjunct tools that counsellors and coaches can use to complement psychotherapy and drug treatments.

What is a Wellness Therapy?

Wellness therapies include a wide range of practices and techniques. Ecotherapy, creative therapy, horticultural therapy, pet therapy, play therapy, therapeutic nutrition and aromatherapy are all type of wellness therapies. These wellness therapies offer a unique way to help individuals boost their physical, emotional and mental health.

  1. Ecotherapy

Ecotherapy recognises the power of nature to boost physical and mental health and wellbeing. The Certificate of Ecotherapy is an online wellness course that will help you understand the full range of practices linked to ecotherapy and the inherent benefits for psychological and physical health. You’ll explore the evolution of ecotherapy, ecological theories, applications for offices, homes and workplaces, and evidence supporting treatment effectiveness. You will also learn how to integrate nature, from animals to plants, into professional and holistic therapies and evaluate potential sites for ecotherapy practice.

  1. Creative Therapy

Learn how this creative therapy wellness course can improve psychological health and aid recovery from illness or injury through art, music, writing, singing, drama and craft therapies. The Certificate of Creative Therapieswill teach you how to use a variety of creative treatments to help people maintain psychological and physical health after injury or illness.

  1. Horticultural Therapy

Horticultural therapy is a relatively new area of work and study – but one set to blossom! The Certificate of Horticultural Therapy is ideal for those keen to explore the practical side of therapeutic garden design or deliver horticultural therapy programs. Whether you’re working in teaching, caring, counselling or psychotherapy or even gardening or landscaping, this wellness course will show you how to help people develop social skills, improve physical mobility and regain confidence!

  1. Pet Therapy

Pet therapy is a popular and sought-after method for improving physical and psychological wellbeing. The Certificate of Pet Therapy is ideal for psychologists, counsellors, social workers or anyone wanting to work with animals for therapeutic purposes. This wellness course will teach you the benefits of animal therapy and how to work with animals to enhance psychological and emotional well-being in clients.

  1. Play Therapy

Play is a necessary therapy to encourage healing in children and adults experiencing physical, mental or emotional trauma. Play therapy can improve mood, coping skills, problem-solving, self-awareness, social skills and more. The Certificate of Play Therapy is ideal for health professionals, counsellors, teachers, parents and toy and game professionals. This online course will teach you how to apply play therapy to help those with mental health and developmental disorders regain motivation and emotional stability. You will also discover how play therapy can help with dementia, family problems, grief, and loss.

  1. Therapeutic Nutrition

Therapeutic nutrition refers to providing food, nutrients and supplements to maximise and restore optimal health and wellbeing. This fascinating field also promotes the therapeutic effects of diet for specific health conditions and diseases. The Certificate of Therapeutic Nutrition is an ideal wellness course for professionals in the health, fitness, counselling and food industries or those who want to improve their health through nutrition.

  1. Aromatherapy

Aromatherapists use aromatic plant oils, including essential oil, to promote the health of the mind, body and spirit. If you want to understand the applications of aromatherapy to improve health and wellbeing, this course is perfect for you. Certificate of Aromatherapy and Health is an online aromatherapy course that will teach you how to identify essential oils for therapeutic use and develop a treatment plan for a client.

Our range of therapeutic wellness courses is ideal if you’re looking for new counselling or coaching tools. Adding wellness therapies to your service offering will allow you to help clients looking for alternative treatments to achieve optimal health and well-being. So, browse our range of wellness courses today for professional development or personal gain!

Pros & Cons of Health Careers!

The healthcare industry is Australia’s largest employer, employing around 1.5 million people — that’s one in eight Australians! It is a vital sector that is both meaningful and socially vital, but like all careers, it has its challenges. Here we look at some of the pros and cons of health careers.

Pros of a Health Career

#1 – It’s a growing sector

According to the Australian Government’s labour market insights, the health sector is expected to continue to grow — by 301,000 people (or 15.8 per cent) over the next five years to November 2026. This is due to three main reasons.

Firstly, the proportion of older Australians over 65 is increasing dramatically due to increased life expectancy. In 1976, older Australians comprised nine per cent of the population and this is forecasted to reach twenty-two per cent by 2056. Average health expenditure is also consistently the highest in senior populations, as the elderly typically have both primary and secondary care needs and higher hospitalisation rates.

Secondly, like many other developed countries, Australia has also seen skyrocketing rates of diseases related to alcohol, smoking, poor diets, sedentary lifestyles and high sun exposure. These include diabetes, obesity, cancer and cardiovascular disease.

Thirdly, breakthroughs in medical technologies and treatments — from advanced screening techniques to novel medications — as well as new challenges like COVID-19 have contributed to growing health expenditure. This has placed new demands on private patients and the public health system.

#2 – The pay is good

Another key reason to consider health careers is that they typically offer attractive salaries and benefits packages. According to Salary Explorer, a person working in the health and medical sector in Australia typically earns around $136,000 per year.

And despite annual wage growth hitting record lows in many industries, salaries for health care workers have continued to increase by two to three per cent per annum. Experts predict this growth rate will increase when demand for certain health professionals (like nurses) starts to outgrow supply.

In addition to competitive salaries, health professionals can often access generous benefits packages.

For example, some public health employees can take advantage of salary packaging, which allows them to purchase approved items with pre-tax income.

#3 – There are lots of careers to choose from

The breadth of the healthcare system makes it the country’s largest employer by sector, and after perusing this list of possible careers (and there are many more), you’ll understand why!

#4 – Careers are flexible and stimulating

Many health careers depend upon graduates who decide to specialise. Hence, the industry has built flexibility into the way it operates. So whatever healthcare sector you start in, you have a unique degree of influence in terms of where you end up. Health careers could see you working in private health or the public sector, in a hospital, medical practice or community health centre, in regional or urban areas, and with a range of demographic groups from children to the elderly.

There are also endless opportunities to embrace lifelong learning. Every day brings new medical challenges (hello, COVID) and breakthroughs in healthcare, from new treatments to improved diagnostic tools. Many healthcare careers also require a commitment to ongoing professional development. To remain accredited, many professionals need to complete educational courses, attend conferences, and perform other tasks designed to keep them well-informed and ready to tackle any emerging challenges.

#5 – You can make a real difference in people’s lives

This is one of the first reasons people give when asked why they’ve chosen to work in the health sector. And it’s no surprise. In what other profession can you ease pain, alleviate mental suffering, bring a new life into the world, assist someone to leave this world peacefully, and/or make breakthroughs that impact entire communities? As a healthcare professional, you will have the opportunity to dedicate yourself to overcoming challenges and potentially make a life-altering impact on your community. How rewarding is that?

Cons of a Health Career

Like any job, health careers come with unique challenges. And although the positives may outweigh the negatives, here are some that are often experienced.

#1 – Long or irregular hours

Many workers in this sector don’t work a nine-to-five day. For example, nursing staff, paramedics and emergency and aged care workers typically perform long shifts and at irregular hours. Many are “on-call” to deal with issues that arise at any time of the day or night. They may also work weekends and public holidays.

#2 – Stressful situations

Although health careers vary in terms of workload, responsibility and environment, many do come with a high level of responsibility. This can include making decisions that affect individuals’ health, wellbeing, and possibly even their lives. This can cause enhanced levels of stress, emotional burnout and a variety of mental health issues. Patients who are unwell and/or in pain are also sometimes unhappy and can take this out on those that are trying to help.

#3 – Exposure to germs

Many healthcare facilities deal with an abundance of individuals on a daily basis who are unwell. Working on the“frontline” of dealing with patients can increase the risk of exposure to illness and disease.

Discover the Purpose of a Business Plan and Kick Goals!

The purpose of a business plan is to give organisations direction and define their objectives, giving them the best chance of success. Ideal for business managers, administrators or owners, this course will provide you with a comprehensive understanding of the essentials of business planning.

Our Business Planning For Success will give valuable insights into legal and administrative requirements, how to set goals and objectives, the importance of a business name, and strategies for coping with growth and business risk. You will also explore financial planning, marketing, HR and operations and how various business analysis tools can help you define and achieve key business goals.

Learning Outcomes

Outcomes achieved by undertaking a course giving insights into the purpose of a business plan include:

  • Learning about business plans and objectives
  • Exploring strategic planning and documenting the strategy
  • Gaining an understanding of operational planning and documenting the operational plan
  • Studying the key components of the business plan
  • Examining action plans
  • Understanding the RACI matrix
  • Attaining knowledge of focus and direction and planning for direction
  • Gaining insights into examples of vision statements and a mission statement
  • Learning about SMART objectives and a SWOT analysis
  • Exploring strategic planning
  • Gaining an understanding of legal and administrative requirements
  • Studying how to determine the most appropriate legal structure
  • Examining the types of business ownership
  • Understanding sole traders, partnerships and the deed of partnership
  • Attaining knowledge of the advantages and disadvantages of partnerships
  • Gaining insights into companies and the memorandum of association
  • Learning about proprietary limited companies (PTY LTD) and Private LTD companies
  • Exploring trusts and business name
  • Gaining an understanding of taxation
  • Studying other compulsory taxes/insurance following Australian legislation
  • Examining regulations, licences and permits
  • Understanding how to develop objectives, goals and strategies
  • Attaining knowledge of SWOT analysis, Pestle analysis and Gap analysis
  • Gaining insights into the connection between strategy and objectives
  • Learning about the process of strategising
  • Exploring responsibilities, tasks and timeline
  • Gaining an understanding of gathering information about the business and its market-place
  • Studying corporate objectives and developing strategic policy
  • Gaining an understanding of risk management and contingencies
  • Studying risks to consider, insurance and risk analysis
  • Examining how to identify threats to the business, including estimating risk, managing risk and reviewing risk
  • Understanding simple contingency plans
  • Attaining knowledge of systems, quality management and benchmarking
  • Gaining insights into innovation and protecting your business
  • Learning about information technology and systems control
  • Exploring marketing plans, what is marketing and the marketing process
  • Gaining an understanding of market research, the marketing mix, and product, price, place and promotion
  • Studying where the marketing mix fits into marketing planning
  • Examining a strategic response through the marketing mix
  • Understanding market analysis and military-inspired strategies for marketing and sales
  • Attaining knowledge of the internet and social media
  • Gaining insights into operation plans and the factors that need to be considered
  • Learning about fast-tracking to an operating plan and strategy
  • Exploring how to develop a business strategy

And more!

Business Analysis Tools

The purpose of a business plan is to help a business define their objectives, map out how goals will be achieved, manage issues and give the business direction. A range of business analysis tools can help businesses succeed and grow, and here are three of the most popular ones used.

SWOT analysis

A SWOT analysis assesses the Strengths, Weaknesses, Opportunities and Threats of a business. It can help to create or fine-tune a business strategy and prioritise areas for business goals to be achieved.

Strengths are positive factors within your control. For example, significant capital, proprietary property and management knowledge. Weaknesses are negative factors within your control. For example, a poor reputation, high debt and an unclear value proposition. Opportunities are positive factors out of your control. For example, an increasing market gap, an emerging need for products and lowered export tax. Threats are negative factors out of your control. For example, new government regulations, negative media coverage and new competitors.

Here are some helpful questions to ask if you are undertaking a SWOT analysis.
  • What does the business do well? What can it do better than its competitors? What positive aspects of the business give it a competitive advantage? What unique assets does it have (ie. knowledge, background, reputation, skills, customers, technology, capital?)
  • What doesn’t the business do well? What and where can the business improve? What do competitors do better? Can business processes be improved? What are the gaps in the company’s assets and resources?
  • What are the biggest possibilities for the business? What trends can it use to its advantage? Do the public like the business? Has anything changed in the market that could create opportunity? Are there events or changes that could positively impact the business?
  • What could potentially harm the business? What factors beyond the business’ control could place it at risk? Are its material supplies and resources insecure or unstable? What potential competitors could enter the market? Are there any events or changes that could negatively affect the business?

Pestle analysis

P.E.S.T.L.E stands for Political, Economic, Social, Technological, Legal and Environmental factors. This tool is used to gain a “macro” picture of an industry environment, and it can help identify risk factors for a SWOT analysis.

  • Political factors: relate to influences over industry or the economy and government controls. They can include trade tariffs, tax, conflicts and fiscal policies.
  • Economic factors: have a direct impact on a company’s long-term prospects in its market. It can influence the supply-and-demand model and affect how a company prices their products. They can include disposable income, inflation rates, interest rates, unemployment rates, economic growth patterns and foreign exchange rates.
  • Social factors: can impact businesses by influencing purchasing habits, lifestyle choices and peak buying periods. They can include health, religion and ethics, media, demographics, education, opinions and attitudes, brand preferences and consumer buying patterns.
  • Technological factors: can have a direct or indirect influence on an industry. They can include automation, patents, licensing, IT, technological development and awareness, communication, and research and development.
  • Legal factors: may affect the internal and external environment of a business and can control safety, employment and regulations. They can include consumer protection, employment laws, regulatory bodies, and environmental and industry-specific regulations.
  • Environmental factors: include factors relating to the physical environment and general environmental protection requirements. They can include climate, weather, global climate change, geographical location, environmental offsets and stakeholder and consumer values.

Gap analysis

Also known as a “needs analysis”, a gap analysis compares your business performance with your desired performance to see what’s missing. It is a valuable tool to leverage in terms of the purpose of a business plan. It can be used during strategic planning, when performance issues are encountered, or when stakeholders need additional context.

Some areas where a gap analysis can assist include:
  • Technology: can highlight a wide range of issues from missing technological capability to incompatible systems.
  • Project management: during the project planning or review stages, it can highlight areas that aren’t up to speed with the project as a whole.
  • HR: during the hiring process, it can show you what is lacking on a team and help you define the factors needed in new candidates.
  • Marketing: can help boost customer satisfaction by looking for industry gaps and then strategising ways that a business can fill them.
The four steps involved in a gap analysis include:
  1. Defining a business’ goals using goal-setting methodology, which can include using objectives and key results (OKRs) or key performance indicators (KPIs). Regardless of which methodology you use, goals should be M.A.R.T – Specific, Measurable, Achievable, Realistic and Time-bound.
  2. Benchmark current business performance using historical data, goals and past gap analyses to set the standard for how you work.
  3. Analyse gap data. These are tactics and strategies to close the gap. This is an ideal time to meet with stakeholders to brainstorm strategic planning initiatives to achieve your goals.
  4. Compile an action plan. Once goals are solidified, an action plan can clearly dictate how the business will close the gap. Data is essential here — including qualitative data (like current processes and process improvement strategies) and quantitative data (like benchmark data referred to in step 2).

Gain the knowledge and skills to understand the purpose of a business plan and write one that’s comprehensive and successful with a Certificate of Business Planning.

Future of Work: 5 Trends to Watch

The future of work will be transformative, exciting and dynamic, and new careers and ways of working will open up as globalisation continues, new technologies are introduced and we adjust to continual challenges like COVID-19. All of these changes will reshape the nature of work itself. Here we look at the top 5 trends to watch.

#1 – Advancing technology

Technological change is having an unprecedented impact on the future of work, particularly in the areas of AI, virtual reality and automation. When technology complements the work humans do, it can lower costs, lift the productivity of workers and increase the demand for new products and services. However, there has been some debate about the impact that automation in particular has had on jobs.

According to figures released in 2019 by the Organisation for Economic Co-operation and Development

(OECD), 10.6 per cent of jobs in Australia are vulnerable to automation. However, automation, and in fact technology as a whole, has varying effects within different industries, occupations, job types and skill levels.

For example, computers have replaced labour in some jobs, but also created new tasks including programming and application and software development. Construction workers who in the past have relied on operating physical tools and measurement techniques are now relying on the use of visualisation software and drones to execute projects. And marketers are seeing a shift in the way audiences are targeted with more money now being spent on digital ads than TV ads.

Hence, there is, and will continue to be, an increase in demand for workers with particular skills to meet these opportunities in the future. And organisations will focus on sourcing and developing these skills through re-skilling, up-skilling and drawing on the wider “gig economy” of flexible workers.

#2 – An increase in job transition

Along with the future of work being centred around the need for workers to be prepared to re-skill throughout their careers to meet changing demands, the 2021 National Skills Commission report also cites that Australian workers will be likely to change their jobs 2.4 times over the next two decades.

This parallels research that shows that Australian jobs are changing by an average of 18 per cent every decade, and Australians are predicted to spend 33 per cent more time on training and education across their lifetime by 2040. This is estimated at an additional 8000 hours (or three hours per week) until retirement.

The result? Apart from workers re-skilling and retraining, organisations must be prepared to invest in workforce planning and learning and development, and education providers and policy makers must provide the necessary infrastructure and information to enable these investments.

#3 – Alternative ways of working

One of the “future of work trends” that emerged during the height of the COVID-19 pandemic was remote work. And, while it was a challenge to both monitor and manage, it showed that work can get done effectively — sometimes more effectively — away from the office! However, while productivity may have been enhanced, many leaders reported that team dynamics, culture and the depth of relationships was suffering.

Hence, and according to a report by management consultant firm Korn Ferry, not only will organisations continue to experiment with new roll-out models of work, there will be fully onsite and fully remote models and everything in between. This might also include shifting from “synchronous” to “asynchronous” work (where work doesn’t happen in meetings but independently on shared documents) or ensuring that employees on a particular task are “all remote” or all “in person”.

And according to the 2021 National Skills Commission report, there is also a rise in part-time employment, with these employees growing to represent 31 per cent of the workforce, which is double the level of the late 70s.

#4 – A change in leadership structures

COVID-19 also forced many of us to work in temporarily agile ways, including organisational leaders who were challenged to remain flexible in the face of, what was in many cases, disruptive change.

One of the future of work trends also predicted by the Korn Ferry report cites that organisations will be looking to make this permanent. This will result in flatter, non-hierarchical structures and more project-based working where teams assemble to achieve specific goals before dispersing out into the organisation again. Companies will reinvent where work gets done with “hub-and-spoke models” and remote-only teams.

There will be a shift from hierarchical leadership (rising to the top of the “pipeline” resulting in Executive Leadership) to “Enterprise Leadership”. Leaders will perform and transform by working across organisations and the wider ecosystem.

And learning agility will become more important for everyone in an organisation. With this shift, it will be critical to ensure that increased fluidity does not lead to greater fragmentation, so collaboration and connectivity will be key.

#5 – The importance of soft skills

According to the 2021 National Skills Commission report, there will also be growing importance for core competencies, otherwise known as “employability skills” as part of the future of work, which will ensure workers have continued success in the labour force. “Core competencies” are the basic building blocks that are common across most industries and occupations.

They are a set of skills — often called soft skills — that can enhance career progression, and they include teamwork, communication skills, critical thinking, self-management and problem solving and they provide a base to further develop specialties and skills.

And according to a 2019 employer survey done by the National Skills commission, they are highly valued by employers. In fact, 75 per cent of employers considered them to be as, if not more, important than technical skills. International professional services network Deloitte also estimates that two thirds of jobs will be soft-skill intensive by 2030.

5 Steps to Making the Right Career Choice

Whether you’re a school leaver, after a career change or returning to the workforce, everyone negotiates a career choice in their own unique way. Effective career decisions can help you to adapt to change, and take control of your career and opportunities that may arise. However, the process can be daunting as other factors may be involved, including how to manage yourself and/or your family, your lifestyle, your personal interests and your financial future.

There are a range of decision-making strategies and models that can help, however, one industry-recommended model is based on the CASVE Cycle, which was initially devised in 2003 by James P. Sampson and his colleagues from Florida State University. It focuses on action-oriented steps broken down into five stages — Communication, Analysis, Synthesis, Valuing and Execution. It has been recommended as a great career decision-making model, and here we look at the process behind the theory in terms of five steps that can help you make the right career choice.

#1 – Knowing when you need to make a choice

The first step on a career journey is knowing you need to make a career choice, and a good indicator is if there is a gap between your current situation and where you’d like to be.

If you are a school leaver, there are lots of exciting opportunities ahead, but it can also be difficult choosing what to do next. The Australian Government’s School Leavers Information Kit is full of lots of insightful information so you can make your next move. You may choose to jump straight into the world of work and start building your career or gain qualifications or pursue some further study.

If you are already employed, there are a range of cues that can alert you to realising it’s time for a career change. According to Seek they include if you:

  • Dread going to work
  • Envy other people’s success
  • Have stopped “thinking big”
  • Are never challenged
  • Have no work-life balance
  • Don’t feel appreciated or listened to

#2 – Understanding yourself and your options

The second step to making a career choice involves being clear about your abilities, skills and your career interests. This can include:

  • Spending some time thinking about your personal situation, what you value and what you hope to achieve from your career.
  • Creating a “mind map”of things you do and don’t enjoy doing, which can help you rule out any unsuitable career directions.
  • Thinking carefully about your short and long-term goals (and making sure they’re MA.R.T). Focus on the things you’d like to do more of and ask yourself whether you will want to keep doing these things in one, two and five years.
  • Understanding what you are best at (and not so good at) both personally and professionally.
  • Considering the way you like to work. Do you prefer to work autonomously or within a team? Where and how would you like to work? For example, is part-time work or a job in the “gig economy” an option?
  • Knowing what type of industry and company you’d like work for, including what aspects about both will be most important to you.
  • Understanding your personality type. The popular Myers-Briggs Type Indicator can help you identify your strengths and attributes.
  • Using labour market information which will help you choose a career with good potential for future job earnings and security.

Tools available to assist decision-making

Regardless of whether you are a school leaver, a job-changer or returning to the workforce after a period of time, the Australian Government Department of Education, Skills and Employment also has a range of valuable tools that can help you understand and refine some of these decisions. They include:

  • Your Career website — can help you explore and make decisions about your career options. You can research more than 1000 different types of jobs, take a Career Quiz or Skills Match quiz, learn about the skills needed in different jobs, and understand what jobs are in your area. A full list of their resources is available here.
  • Job Outlook website — allows you to explore your job options, match your work style and interests to potential jobs, and learn about job prospects, tasks and pay.
  • Labour Market Insights website — will give you insights from the National Skills Commission to help you better understand your local labour market, future workforce changes, and current and emerging skills needs.
  • National Careers Institute — works to ensure Australians have access to high quality career information and support regardless of their stage of life or age.
  • My Future website — Helps secondary students explore career pathways, including providing tools that can help with career decision making.

#3 – Expanding and narrowing your options

This step in making a career choice is about expanding and then narrowing your list of options.

  • Researching your possible options including on careers pages, websites and industry/educational blogs.
  • Finding descriptions for current jobs that are available in your area of interest and cross matching any personal requirements with your own skillset.
  • Considering following companies that align with your values and interests on social media and/or LinkedIn.
  • Engaging with a careers counsellor to fine-tune and/or clarify your options further. They will be able to explain the benefits and drawbacks as you consider your career change, and help you research any options you might not have previously considered.

#4 – Choosing an option

Once you’ve solidified your career choice, whether it be a study subject, job or career, it’s time to fine-tune your options before you execute your intentions. “Implementation intention” is a valuable strategy that can help you follow through with the goals you set yourself. Introduced by psychologist Peter Gollwitzer, it is essentially an “if-then” plan that works on structuring goals around statements like, “If X happens, I will do Y in order to achieve Z”. One of its key proposals is that you will cover more contingencies and be better prepared for whatever comes your way.

Whether you are contemplating your future career for the first time or a change to your current role or industry, success involves risk. But fear of both failure and success can be debilitating. Some of the most common career fears are, fear of:

  • Failure
  • Success
  • What others think
  • Taking on too much
  • The unknown

See page 20 of our The Ultimate ‘A to Z’ Career Change Guide for more insightful detail on how to overcome career fear.

#5 – Implementing your career choice

The fifth step is all about putting your career choice into action. This involves creating a flexible plan and actioning steps to put into effect your preferred option/s. Steps to take that can help you apply for a job include:

  • Researching jobs online. Job vacancies are largely advertised online — in many cases via an internal or external recruiter. You can find out more about job search websites in Australia here. You can also access Workforce Australia, which is the new employment service delivered by the Department of Education, Skills and Employment (DESE), which will replace jobactive in July 2022. It has stated that it will, “help Australians find and keep a job, change jobs or create their own job”.
  • Researching organisations that are hiring directly. Before applying for a job, ensure you have conducted research on the company. Navigate to their “about” page for valuable insights. Running the company’s name through a search engine can also give you information about current news and employee or client reviews. Networking with people who are employed with these organisations (LinkedIn is a valuable tool), can also help you gain an overall feel for the company culture, the particular skills they value, and an overview of the staff they employ.
  • Tailor your CV for submission. This is probably the most crucial document when applying for jobs as it outlines your key strengths and experience. Here are some tips from Seek on writing your resume. Also consider whether you need to include a cover letter — prospective employers will typically inform you if they need one when you apply.
  • Once you’ve applied, follow-up if you can. If you applied via a recruiter, consider contacting them via an email regarding the status of your application …. But give them ample time to review it first!
  • Make your career choice, but don’t forget to keep a close eye on future career progression and training opportunities. The Future of Work is ever-evolving so you who knows what’s around the corner!

Protect Threatened Plants With Conservation Careers

Ideal for volunteers, activists, politicians and lawyers, conservation careers will allow you to ignite your passion for protecting threatened plant species and native flora. Our Certificate of Plant Conservation will give you a comprehensive understanding of the complexities of plant conservation and inspire you to advocate for change.

You will learn about the challenges associated with protection and restoration measures, ex-situ conservation for threatened species, and the application of genetics and ecosystem conservation methods. You will also study community action initiatives and ways to respond to environmental change to conserve plant species and populations.

Learning Outcomes

Outcomes achieved by undertaking conservation careers include:

  • Learning about the scope and nature of plant conservation
  • Exploring plant diversity and the definition of plant conservation
  • Gaining an understanding of the three major reasons to care and how to measure the scale of the problem
  • Studying the six main reasons for conservation and the eight principles for conservation success
  • Examining how to raise awareness
  • Understanding policy, legislation and organisations
  • Attaining knowledge of international conventions and legislation and the convention on international trade in endangered species (or cites)
  • Gaining insights into the three levels of regulation of trade, the convention on biological diversity (or CBD) and the global strategy for plant conservation (or GSPC)
  • Learning about national conventions and legislation, conservation organisations, international and global organisations and governmental organisations
  • Exploring regional and national organisations and public-based organisations
  • Gaining an understanding of private protected areas and gardens and local organisations
  • Studying protection and preventing degradation
  • Examining protection from damage, protected areas, heritage values and planning for protected areas
  • Learning about land sparing and sharing, weeds, soil degradation and the types of soil degradation
  • Exploring the control of erosion, the control methods for salinity, the loss of soil fertility and pollinator management
  • Gaining an understanding of the restoration of damaged ecosystems, restoring ecosystems and the priorities for ecological restoration
  • Studying recovery rates, restoring biodiversity, restoring function and restoring connectivity
  • Examining restoration projects and how to choose a target state for a restoration project
  • Understanding the principles and stages of ecological restoration and the four main approaches to restoration
  • Examining genetic conservation, genetic diversity and the representation of global plant genetic diversity
  • Understanding the assessment of genetic diversity in plants, the need for germ plasm conservation and germplasm storage and conservation
  • Attaining knowledge of ex situ conservation, in vitro conservation and the methods involved in in vitro conservation
  • Gaining insights into field gene banks and botanical gardens, in situ conservation and natural reserves or genetic reserves
  • Learning about on-farm and home garden conservation and recording and recalling evolutionary history
  • Exploring ecosystem conservation including pollinators, soils and environments
  • Gaining an understanding of selecting areas for conservation, forest conservation and soil conservation
  • Studying pollinators, drone conservation and botanical gardens
  • Examining wild conservation and 3D modelling
  • Understanding community action, the four major groups involved in plant conservation and citizen science and collaboration
  • Attaining knowledge of training and community-led conservation
  • Gaining insights into the Kasigau Corridor in Kenya, the Great Bear Rainforest in British Columbia and Esk’s Mount Glen Rock and wildlife
  • Learning how to adjust to environmental change in terms of the future of conservation
  • Exploring conservation and climate changes and plant responses to climate changes
  • Gaining an understanding of migration away from, adaption to, the tolerance of and local extinction due to new and different conditions
  • Studying novel threats to plants as a result of climate changes, incoming species, changes in fire regimes and flooding and drought
  • Examining natural capital, nature-based solutions, ex-situ conservation of plants and the conservation of plants in the Anthropocene

And more!

Insights into Rare Australian Plants

Australia’s flora is globally distinctive, with more than 90 per cent of our 22,000 plus vascular plant species found nowhere else in the world. Australia’s plants were used, managed and celebrated by Australia’s First Nations people for at least 60,000 years, however since European colonisation they have faced a range of threats. Animals, diseases, land clearing, floods, fires and interruptions to ecological processes have taken a heavy toll on many species. If you are looking at plant conservation careers, then you’ll no doubt be interested in discovering some of Australia’s rarest plants.

Released in 2021 by the National Environmental Science Programme – Threatened Species Recovery Hub, the Action Plan for Australia’s Imperilled Plants details over 750 plants listed as endangered or critically endangered, and fifty plants that have the greatest risk of extinction. Some of these include:

  • Slender-nerved acacia (Acacia leptoneura). A spiky plant with yellow, balled flowers, this plant was considered extinct for more than 160 years. Today, it has extremely limited distribution as it is confined to a small area to the north east of the town of Dowerin in the wheatbelt region of Western Australia. And of the two known plants remaining, they exist only one kilometre apart! Propagation attempts have been unsuccessful and it is thought that genetic diversity is probably very low.
  • Ironstone pixie mop (Petrophile latericola). This plant grows in Western Australia in a soil type that’s been heavily cleared for agriculture, and it is suspected to be susceptible to an introduced root-rot fungus. In 2020, fewer than 200 plants remained, all in poor condition.
  • Grampians pincushion-lily (Borya mirabilis). Only around thirty of these plants are known to exist and they all come from a single location — one rocky outcrop in Victoria! This means that the entire population could be destroyed by a single event such as a major bushfire.
  • Morrisby’s gum (Eucalyptus morrisbyi). Around 2000 of these were growing in the early 1990s, but by 2016, fewer than fifty remained in Tasmania. Climate change and animal and insect damage threatened those that were left, however, protecting trees with fencing has led to new seedlings.
  • Lax leek-orchid (Prasophyllum laxum). Fewer than ten of these remain. Declines are due to ongoing wildfire and drought, and the South Australian species only occurs on private property not managed for conservation. Proposed recovery actions include habitat protection and establishing the orchid and its mycorrhizal fungi in conservation reserves.
  • Woods Well Spyridium (Spyridium fontis-woodii). Fewer than 155 of these shrubs remain on a single roadside in South Australia. Research into threats and germination requirements is urgently needed, plus translocation to conservation reserves.
  • Dwarf spider-orchid (Caladenia pumila). Once common, this plant wasn’t seen for over 80 years until two individual plants were found in Victoria. Despite intensive management, no natural recruitment has occurred, although propagation attempts have successfully produced seedlings and mature plants from seed.
  • Gillingarra grevillea (Grevillea sp. Gillingarra). Only around twenty mature plants remain on a weedy rail reserve in southwestern WA. Half the population was destroyed in 2011 due to railway maintenance and flooding.
  • Border Ranges lined fern (Antrophyum austroqueenslandicum). This plant and its habitat are exceedingly rare. It is threatened by climate changes and drought and fewer than fifty plants remain in NSW.

Australian Network for Plant Conservation (ANPC)

Varying reports have been produced in Australia since the early 1970s calling for action on endangered species and promoting a regional network of botanic gardens to concentrate on the flora of their local region. And while many of these reports recognised the role that botanic gardens play in conservation activities, there was a significant number of other people and groups that were overlooked, in particular, “non-professionals”.

In 1987, the Australian National Botanic Gardens (ANBG) was contracted by the Australian National Parks and Wildlife Service (ANPWS) to conduct a survey of the major botanic gardens in Australia to determine their holdings of rare and threatened Australian plants. The published report included a number of recommendations that recognised the largely uncoordinated approach to ex-situ conservation in Australia.

In 1991, the ANBG acted to co-ordinate the ex-situ conservation of rare and threatened plants by organising a conference, which was titled “Protective Custody? – Ex-Situ Plant Conservation in Australasia”. Conference participants included those from universities, conservation agencies, botanic gardens, zoos, local councils, the forestry industry, horticultural organisations and the mining industry, which reflects the immense interest in the subject throughout the community.

It was generally agreed by conference delegates that there was a need for informal networking so that the diverse range of groups involved could be made aware of the situation. Out of this came a proposal for the establishment of the Australian Network for Plant Conservation (ANPC). It is a great resource if you are looking at conservation careers.

The aims of the Network include:

  • Establishing a multi-site national endangered species collection.
  • Locating and bringing together information concerning integrated conservation activities in Australia.
  • Assisting in the co-ordination of plant conservation projects to avoid duplication.
  • Providing information and advice to ANPC members.
  • Promoting plant conservation.
  • Organising workshops and training courses.
  • Producing a regular

You can find out more about some of the ANPC’s wonderful projects here.

 

Gain the skills and approaches necessary to create positive outcomes for vulnerable plant species and pursue conservation careers by studying our Certificate of Plant Conservation

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