Your RTO’s next chapter: finding demand for focused training
A change in enrolment patterns can be a reason to revisit what your RTO offers. You may already have the expertise to solve a specific workforce problem through a shorter, more focused training offer.
Single units, skill sets and microcredentials can serve different purposes. Decide whether your offer is nationally recognised training within your scope or a non-accredited course, and describe its recognition accurately. A short course does not automatically confer a licence: check the relevant licensing requirements and approvals.
1. Start with the employer’s problem
Speak to three existing industry contacts. Ask where staff lack skills, what errors or delays cost the business, and what training they have already tried. Look for a specific need such as supervisor development, refreshing existing skills or introducing a new workplace process.
2. Define the outcome
Write one sentence explaining what participants will be able to do afterwards. Identify who needs it, their prerequisites and how learning will be demonstrated. Match the course to that outcome, rather than cutting a qualification into an arbitrary shorter format.
3. Test willingness to pay
Ask about budget, participant numbers, delivery timing and who approves the purchase. Interest is a starting point; an agreed paid pilot is stronger evidence. Check competing offers, including subsidised training, before setting a price.
4. Check delivery feasibility
Confirm scope, trainer and assessor capability, resources, assessment requirements and learner support. Shorter delivery still needs sufficient time and sound assessment where nationally recognised training is offered.
5. Run the numbers
Include preparation, delivery, assessment, administration, facilities and support. Calculate your minimum viable group size and test the impact of cancellations. Avoid relying on optimistic enrolment assumptions.
6. Pilot and improve
Start with one employer and a manageable cohort. Agree success measures and gather feedback on workplace application. Use the results to improve the offer before expanding.
Your first action: choose one employer problem and arrange three conversations this week.
Explore your next training opportunity with Vivacity
Want to assess the training, assessment and compliance requirements for a focused offer? Contact Vivacity Coaching & Consulting to discuss your proposed course and the questions to resolve before launch.
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