Forma Issue 13

THE AWARDS
ISSUE
2013 INDUSTRY
AWARDS
INTERVIEW WITH
SHARON BLAIN
APPRENTICES AT
NZ FASHION WEEK
MANAGING YOUR
FINANCES
contact
NATIONAL OFFICE
PO Box 11 764
Wellington 6142
Phone (04) 499 1180
NORTHERN
Phone (09) 579 4844
Mobile (027) 470 0169
AUCKLAND
Phone (09) 579 4844
Mobile (027) 443 2401
MIDLAND
Phone (09) 579 4844
Mobile (027) 480 6550
MID-CENTRAL
Phone (04) 499 5150
Mobile (027) 470 0170
CENTRAL
Phone (04) 499 5150
Mobile (027) 445 5758
NORTHERN SOUTH
Phone (03) 338 5376
Mobile (027) 483 2405
SOUTHERN SOUTH
Phone (03) 338 5376
Mobile (027) 470 0171
another
successful
year at the
industry
awards
Aucklands War Memorial Museum bustled with excitement
on 20 October as we kicked off the annual Industry Awards.
Hosted by HITO, Kitomba, and NZARH, the awards celebrate
excellence in the hairdressing industry.
01
ARTICLE CONTINUED FROM PREVIOUS PAGE
The best in the industry turned up for the prestigious evening, from leading business owners, tutors and trainers
to apprentices, stylists and supporters. Guests were entertained by ukulele players, Dee-licious dance group
(a clear favourite with their humour-filled dance routines), and the Tall Poppies band. The Kiwiana theme was
enjoyed by all, with many guests dressing to match in New Zealand made and themed clothing.
ana Dave, three time winner of NZ Hairdresser of the

Year and owner of BLAZE Salon in Auckland, hosted
the event. Former NZARH/Kitomba award winner
(and HITO Board member) Belinda Robb, 2012 Apprentice of
the Year Marianna Brown, and 2012 Jasmine McBeth Memorial
Scholarship recipient Kaleb Pritchard were the comperes for
the evening.
Courtney Jackson from Be Ba Bo in New Plymouth was named

Runner-Up for the award.
HITOs Training Salon of the Year, Tutor of the Year and
Trainer of the Year winners were also announced, along with
the recipient of the Jasmine McBeth Memorial Scholarship.
This year Julieanne Hartshorne from Hi-Tek Hair Studio in
Christchurch received the scholarship which was set up in
memory of Jasmine McBeth. Jasmine was a determined,
driven and passionate young apprentice (who previously won
Apprentice of the Year) who passed away from cancer in 2007.
Erica Cumming, HITO CEO, said It was wonderful to see the

support and enthusiasm for the awards and award winners
from all attendees. From new apprentices to experienced
industry professionals, the awards celebrated their successes
in business and training. This was truly an opportunity for the
best in our industry to shine.
This year was also a remarkable success for our Training

Salon of the Year, Reds Hairdressing in Wellington. This is the
second time Reds has won the award. Diana Beaufort, owner of
Reds, feels that they have certainly grown as a salon since last
winning and that receiving the award this year has validated all
their hard work over the last five years.
Tom Murphy, Kitomba CEO, agreed, saying Tonight is unique

its a time when we can all celebrate the hair industrys leaders of
today, along with its leaders of tomorrow, at one glittering event.
As always, the HITO Apprentice of the Year award saw some
fierce competition. This year the award was taken home by
Laura Williams from Jan Waite in Mount Eden, Auckland. Laura
is probably a familiar face to many people: she is an excellent
ambassador for HITO, and the face of our Make it Hair Campaign.
This is Lauras third year entering the award, and after those
years of hard work and dedication, her efforts paid off. She
was overjoyed to win the award, thanking everyone who has
supported her and encouraging her fellow finalists to never give
up because it could be them winning the award next year.
The Kitomba/NZARH award winners were also announced,

with H&B Hair Art and Beauty taking away the overall Kitomba/
NZARH New Zealand Salon of the Year Award.
We would like to congratulate each winner on their outstanding
commitment to training. It is exciting and encouraging to see
apprentices, trainers, salon owners, tutors and stylists being
recognised for the hard work and effort they continuously put
in. You can read more about each of these winners in this issue
of Forma.
SPECIAL THANKS TO OUR SPONSORS FOR THE EVENT: A SHARPER BLADE, CHILLIEBIZ, DATELINE, DE LORENZO, GOLDWELL, KJ SCISSORS,
SCHWARZKOPF, AND SHOCK CONSULT.
02
OUR WINNERS
HITO APPRENTICE OF THE YEAR
HITO TUTOR OF THE YEAR
Winner:

Laura Williams
Jan Waite Hairdressing
Winner:

Donna Bowman
Southern Institute of Technology
Runner-up:

Courtney Jackson
Be Ba Bo
Finalist:

Alta Koegelenberg
Waikato School of Hairdressing
Finalist:

Fiona Smith
Western Institute of Technology
HITO REGIONAL APPRENTICE OF THE YEAR

Northern Region:

Kelly Clark
Rodney Wayne Whangaparaoa
Auckland Region:

Laura Williams
Winner:

Grant Bettjeman
Bettjemans
Midland Region:

Amanda Pugh
Hair Affair
Finalist:

Yvonne Jenkinson
Decadence of London
Mid-Central Region:

Courtney Jackson
Be Ba Bo
Central Region:

Renee Edgarton
Promises Hair Design
HITO TRAINER OF THE YEAR
HITO TRAINING SALON OF THE YEAR
Northern-South Region: Nadine Gratton

Ursula Harris
Winner:
Reds Hairdressing
Finalist:
Bettjemans
Finalist:
Mane Salon
HITO HAIRDRESSER IN TRAINING

PHOTOGRAPHIC COMPETITION
Southern-South Region: Nicole Clark

DOr
JASMINE MCBETH MEMORIAL SCHOLARSHIP
Judges Choice:

Recipient:

Julieanne Hartshorne
Hi-Tek Hair Studio
Peoples Choice:

Shannen Moffitt
Allure Hair Studio
Finalist:

Lisa Gill
Elise Hair Design
Facebook Choice:

Abbie Harvey
Charlotte Dawn
Finalist:

Sydonie Lockwood
Image Hair
03
Zoe Loveridge
The Hairdressing College
COURTNEY JACKSON
AND LAURA WILLIAMS
THE INDUSTRY AWARDS
DEE LICIOUS PERFORMING
DONNA BOWMAN
AND ERICA CUMMING (HITO CEO)
GUESTS LOOKING AT PHOTOGRAPHIC

COMPETITION IMAGES
GUESTS DANCING
TABLE SETTINGS
04
meet the
winners
The HITO awards are given out each year to people who
go above and beyond the norm in their area, whether that
is as a tutor, an apprentice, a trainer or a salon.
Congratulations to the 2013 winners!
LAURA WILLIAMS, APPRENTICE OF THE YEAR
05
HITO APPRENTICE OF THE YEAR
LAURA WILLAMS RECEIVING HER AWARD
OVERALL WINNER:
LAURA WILLIAMS
When they called out my name I felt a huge sense of relief.

I had an oh my god, finally moment in my head and then
I felt happiness and excitement. It was amazing to have the
Jan Waite Hairdressing team around me supporting me as
well as my family.

Laura took home the title of 2013 HITO Apprentice of the Year
in October, and she could not be more thrilled with the win. In
the final year of her apprenticeship, Laura is excited to finish her
training on such a high note.
Lauras passion for hairdressing began when she started an

after school job at a salon. She fell in love with the craft, and
soon decided to become an apprentice. She says it is difficult
to pick her favourite thing about hairdressing - she loves
everything.
HITO have given me an amazing opportunity to be looked

at by other apprentices current and new, and the ability to
show them you can achieve anything in this career even when
youre just starting out. I know that I will have this title with me
forever and it is now ticked off my bucket list, Laura says. This
has been the icing on the cake for me this year, qualifying and
winning this award. I know I am becoming a great hairdresser
and Im glad that I get to share my success with other people in
my industry and hopefully inspire them as well.
Laura has some advice for apprentices wanting to win the

award themselves: My advice would be: make sure you are
prepared. Spend time on your application answering the
questions and fully explain the answer. You have to believe
youre good enough make sure not to short change yourself
when youre answering the questions. Also never give up: for
me this is the biggest piece of advice to give, this was my third
time being a regional winner and you just have to believe that
you are good enough and come back even more determined
next year - it will pay off. If you work hard and surround yourself
with inspiring people you can achieve anything!
Laura has entered Apprentice of the Year a number of times in

the past, and has been named the Auckland Regional Winner
for the last three years. For Laura, to finally win the overall
award is a dream come true.
06
WORK BY LAURA WILLIAMS
WORK BY COURTNEY JACKSON
07
APPRENTICE OF THE YEAR REGIONAL WINNERS

NORTHERN REGIONAL WINNER:
KELLY CLARK
Rodney Wayne Whangaparaoa
Kelly, who is in the second year of her apprenticeship at Rodney
Wayne in Whangaparaoa, says it is amazing to be named the
Northern Regional Winner for Apprentice of the Year.
I never thought Id get that call!
Kelly works hard at her apprenticeship, always coming into
work with a positive attitude, ready to put 100% into everything
she does. She thinks this must have stood out to the judges.
She was inspired to start a career in hairdressing by her Aunts hair
and beauty work with the Royal London Shakespeare Company.
Kelly started off by doing Gateway through her high school, then
moved into an apprenticeship and has not looked back.
ERICA CUMMING (HITO CEO) AND COURTNEY JACKSON
ERICA CUMMING (HITO CEO) AND KELLY CLARK
APPRENTICE OF THE YEAR RUNNER-UP

AND MID-CENTRAL REGIONAL WINNER:
COURTNEY JACKSON
Be Ba Bo
Courtney, a second year apprentice at Be Ba Bo Hair Studio
in New Plymouth, was tremendously excited to be both the
Mid-Central Regional Winner and Runner-up for the overall
Apprentice of the Year title.
Its an amazing feeling, she says. I feel like all my hard work
has paid off.
Courtney loves to be creative, and it is this passion that led her
to begin training as a hairdresser. She enjoys expressing her
creativity through entering competitions.
Courtney believes it is her determined attitude, her passion,
her outgoing nature, and the hard work she has put in that has
helped her succeed in her hairdressing career so far.
08
CENTRAL REGIONAL WINNER:

RENEE EDGARTON
Promises Hair Design
Renee was stunned when she heard she was the Central
Regional Winner for Apprentice of the Year.
Halfway through her apprenticeship at Promises Hair Design
in Upper Hutt, Renee says she puts her heart and soul into
hairdressing. She loves absolutely everything about her career,
especially the fact that she can be creative.
Renee was inspired to enter the hairdressing industry by her
mother, who is also a hairdresser. She is determined to continue
succeeding and says she will keep fighting until [shes] on top.
ERICA CUMMING (HITO CEO) AND RENEE EDGARTON

ERICA CUMMING (HITO CEO) AND AMANDA PUGH
MIDLAND REGIONAL WINNER:

AMANDA PUGH
Hair Affair
In the final year of her apprenticeship at Hair Affair in Putaruru,
Amanda says it feels fantastic to be named the Midland
Regional Winner.
Amanda has wanted to be a hairdresser ever since she was
a child (she remembers always changing her hair, even at
nine years old) and she is enjoying everything about her
apprenticeship.
Amanda loves the idea of being able to talk to people in her job,
and she always puts 120% effort into her apprenticeship.
09
REGIONAL APPRENTICE OF THE YEAR WINNERS
SOUTHERN-SOUTH REGIONAL WINNER:

NICOLE CLARK
DOr
Nicole is extremely excited to be the Southern-South Regional
Winner for Apprentice of the Year.
She says she has always wanted to be a hairdresser, even
though she was told by some to go to University instead. It was
after a bad experience at a salon that Nicole decided to pursue
her dream and go after a career in hair because she knew that
she could do better.
Now in the second year of her apprenticeship at DOr Hair
Design in Arrowtown, Nicole says she loves absolutely
everything about her chosen career.
NICOLE CLARK AND ERICA CUMMING (HITO CEO)

NADINE GRATTON AND ERICA CUMMING (HITO CEO)
NORTHERN-SOUTH REGIONAL WINNER:

NADINE GRATTON
Ursula Harris
Nadine is a third year apprentice at Ursula Harris Hair Design in
Nelson. She was over the moon when she found out she was
the Northern-South Regional Apprentice of the Year winner.
Its fantastic to put in so much work and then find out its
gotten somewhere, she says.
Having always been involved in the hairdressing industry,
Nadine says becoming an apprentice was the next logical step
for her career.
Her favourite part of hairdressing is interacting with clients and
making them feel valued, although, she says, shes never come
across an aspect of hairdressing that she did not enjoy.
10
JASMINE MCBETH MEMORIAL SCHOLARSHIP
JULIEANNE HARTSHORNE AND ERICA CUMMING (HITO CEO)
RECIPIENT:
JULIEANNE HARTSHORNE
It has not been an easy path for Julieanne though, who took a
ten year hiatus from hairdressing to care for her parents and
have her own children. When she came back to the industry
she worked hard to complete all her remaining units in just
three months, which is no easy feat.
Hi-Tek Hair Studio

Julieanne, a recently qualified stylist at Hi-Tek Hair Studio in
Christchurch, is thrilled to be the 2013 recipient of the Jasmine
McBeth Memorial Scholarship.
It means so much to me to receive this very special award.

It shows me that my hard work is being noticed and sometimes
when you feel youre working so hard and nobody notices just
how much effort you put in there`s always at least one person
that has noticed. This is what keeps you going and keeps your
spirit high to achieve the next goals in your life. Since winning
I have signed up to my business qualification with HITO my
journey has only just begun
I couldnt believe it; I think I went into a bit of shock! My legs

were like jelly and I couldnt stop my hands from shaking.
I knew I was one of the three finalists but honestly I never
thought I would have won this great award with such a great
opportunity. It still doesnt feel real to me. I am totally honoured
and so thankful to have this amazing award in remembrance of
such an inspirational, driven, courageous, beautiful young lady.
Thank you so much to the McBeth family for helping others to
achieve their dreams and goals in life.
She has completed her finals now and is looking into the next
steps to expand her skills and offer a wider range of services to
her clientele.
Although she had not planned on becoming a hairdresser, it

was after being given the opportunity to help out at a salon
that Julieanne fell in love with the trade. She really enjoys
working one-on-one with clients and seeing how happy she
can make them.
In the future, Julieanne sees herself supporting upcoming

apprentices to achieve their dreams too.
11
TRAINING SALON OF
THE YEAR WINNER
TRAINER OF
THE YEAR
GRANT BETTJEMAN (CENTRE) (TRAINER OF THE YEAR)

WITH LORETTA THOMPSON (AUCKLAND SALES AND
LIAISON MANAGER) AND ERICA CUMMING (HITO CEO)
REDS HAIRDRESSING
WINNER:
REDS HAIRDRESSING
WINNER:
GRANT BETTJEMAN
Director Diana Beaufort and the team at Reds Hairdressing

were delighted to take home the prestigious title of HITO
Training Salon of the Year.
Bettjemans
Its amazing, Im still so excited, says Diana.
Its always a thrill to be recognised for excellence in front of your

peers for something you do automatically. I was in good company
with my fellow finalist and the room was full of the best industry
trainers in NZ both past and present. I was pleased that three of
our apprentices were at the awards and saw the glamorous award
side of our industry first hand, Grant says.
Grant Bettjeman, co-owner and trainer at Bettjemans in Auckland,

is thrilled to be the 2013 HITO Trainer of the Year.
This is the second time the Porirua based salon has won the
award. Diana says the team has grown a lot since their last
win and shes thrilled to see their progress and hard work
recognised once again.
We were up against two amazing salons that I really aspire to
be like, so I was not expecting to win, she says.
Apprenticeship training is extremely important at Bettjemans;

the team know that employees do not grow without training.
Clearly, the training that is being done is paying off! Bettjemans
apprentices have been doing well at the NZARH competitions, and
some were named Regional Finalists for HITOs Apprentice of the
Year award.
Unfortunately Diana was unable to attend the awards evening

as she was in Australia, so her girls represented Reds and
accepted the award on her behalf.
I was gutted I couldnt be there, but it was so exciting getting the
text message that we had won. We broke out the champagne on
the South Bank of Melbourne! It was really good for the girls to be
part of it and experience the win themselves as well. Seeing firsthand the validation of our work has helped them to be even more
engaged they did me proud.
Grant loves seeing his apprentices winning competitions,

becoming competent and confident in front of clients, and going
on to be accomplished young hairdressers.
Winning the award was confirmation that we here at Bettjemans
are training well and are committed to turning out confident well
skilled qualified hairdressers. The five trainees we do have feel
encouraged that they are indeed in a good training environment.
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TUTOR OF THE YEAR
DONNA BOWMAN (CENTRE) (TUTOR OF THE YEAR)

WITH HITO STAFF FIONA T (LEFT) AND CATHY F (RIGHT)
WINNER:
DONNA BOWMAN
What could be better than to have a whole classroom of

students to nurture, and pass on my knowledge and skills to?
she says.
Southern Institute of Technology
Donna hopes that winning the award will give her the
opportunity to help other educators. She also hopes to
continue her own education, learning from others in the
industry and giving back to them in turn.
Southern Institute of Technology tutor Donna is the 2013 HITO

Tutor of the Year.
Donna is blown away by her win, having been extremely proud
and humbled to just be named among the awards finalists.
For those who plan to enter next year, Donna has some advice,
Put your name forward, and give it a go! Start thinking of filling
in the application early next year. I wasnt looking forward to
filling in the application, but when I made a start and broke up
the questions and started a draft it gave me a chance to reflect
on my teaching practices and results. I got letters of support
from apprentices, students, salon owners, colleagues and when
I received them I felt very humble and no matter what happened
with my application I was so happy that people thought I was
doing a sterling job and I will treasure these letters always!
It is great to be recognised for doing well at educating our

future hairdressers. I have been overwhelmed with emails,
cards, Facebook messages and phone calls from students,
apprentices, tutors, local hairdressing industry, family and
friends and colleagues throughout New Zealand and even
three of my former students who are now living in Australia.
Donna loves the hairdressing industry and has been passionate
about education ever since she first started training apprentices
in a salon.
What could be better than to have a whole classroom of students to nurture,

and pass on my knowledge and skills to?"
13
2013 INDUSTRY AWARDS SPONSORS

E
DE LORENZO
very year, companies such as De Lorenzo, Schwarzkopf,

Dateline and many more generously agree to sponsor
the Industry Awards.
De Lorenzo are sponsors for the HITO Trainer of the Year.

They provide the winning trainer with a De Lorenzo product
basket, including a wide range of top quality products.
Each of our sponsors provides products, tools, and business

advice to our Award winners. Their names will no doubt be
familiar to past awards winners, who were extremely grateful
for the products and support provided.
GOLDWELL
Goldwell are the sponsors for the Regional Apprentice of the Year.
HITO would like to thank our sponsors for 2013. They are a key
part of the awards, and we hope to maintain their support well
into the future.
They provide a Goldwell product basket for every Regional

Apprentice of the Year. Each Goldwell product basket is valued
at $500.
A SHARPER BLADE
KJ SCISSORS
A Sharper Blade are the sponsors for the HITO Hairdresser

in Training Photographic Competition. They sponsor all three
awards given as part of this competition, with a total value
of $970.00.
KJ Scissors are the sponsor for the Jasmine McBeth Memorial

Scholarship.
KJ Scissors provide a pair of their scissors to the recipient of
the Jasmine McBeth Memorial Scholarship.
CHILLIEBIZ
SCHWARZKOPF
Chilliebiz are sponsors for the HITO Training Salon of the Year.
Schwarzkopf are the sponsors for the HITO Tutor of the

Year Award.
Chilliebiz provide one years Red membership on the Chilliebiz

website for the winning salon. This includes an extensive profile
and a variety of other marketing and support features.
They provide the winning tutor with a Schwarzkopf gift basket.
DATELINE
SHOCK CONSULT
Dateline are sponsors for the National Apprentice of the Year.
Shock Consult are sponsors for the HITO Training Salon of

the Year.
Dateline provide a prize pack (valued at $500) all packed into

a great Hipster Trolley Bag.
Shock Consult provide a training package to the value of $1900

including high performance salon coaching sessions and help
to establish a 6 month business plan.
HITO would like to thank our sponsors for 2013. They are a key part of the awards,
and we hope to maintain their support well into the future.
14
15
HITOs Regional Apprentice of the Year winners are off to Boot Camp.
16
RENEE EDGARTON
AOTY CENTRAL
REGIONAL WINNER
COURTNEY JACKSON
AOTY MID-CENTRAL
REGIONAL WINNER
AMANDA PUGH
AOTY MIDLAND
REGIONAL WINNER
LAURA WILLIAMS
AOTY AUCKLAND
REGIONAL WINNER
KELLY CLARK
AOTY NORTHERN
REGIONAL WINNER
APPRENTICE
BOOT CAMP
NADINE GRATTON
AOTY NORTHERN-SOUTH
REGIONAL WINNER
NICOLE CLARK
AOTY SOUTHERN-SOUTH
REGIONAL WINNER
MANA DAVE
n February 2014, seven people are getting the chance of a

lifetime: a boot camp hosted by Mana Dave and other key
industry people.
opportunities they have as a hairdresser successful stylist,

salon owner, platform artist, tutor, editorial stylist and more.
They will look at setting their own career goals, and how they
can reach them, whatever they may be.
Kelly Clark, Laura Williams, Amanda Pugh, Courtney Jackson,

Renee Edgarton, Nadine Gratton, and Nicole Clark will head to
Auckland on 8 February 2013. They will be spending two nights
together in an apartment, getting to know and learn from
each other.
HITO is organising the Boot Camp with the help of some high
profile industry people including Mana Dave, three time winner
of New Zealand Hairdresser of the Year, who will lead the Boot
Camp. The LOreal team will support him and the event will
take place at the LOreal Academy in Auckland. LOreal will also
present on social media and the importance of technology to
the modern hairdresser. Other key industry people will also be
involved, helping the attendees become the best they can be.
These young people all have one thing in common: in 2013,

each won HITO Regional Apprentice of the Year for their region.
Laura Williams also won the overall Apprentice of the Year
award, with Courtney Jackson as runner-up.
The winners are excited to attend Boot Camp. All seven eagerly
agreed to attend, and are impatiently awaiting the event. They
had no idea that they would have this opportunity when they
entered for the Apprentice of the Year awards. They have
worked with HITO over the last few months to make sure this
event can happen for them.
To win this award, these apprentices had to demonstrate all

round achievement. Each had to submit an application detailing
their achievements, their goals, and their skills and qualities as
an apprentice and a person. From over 50 applications, these
seven were selected by the judges as the top apprentices in
their regions.
Keep an eye out in February for updates from the Boot Camp
the attendees will be posting to Instagram during the event.
Well also keep Facebook and other social media updated.
They will hold their titles for one year. Each apprentice also
received prize packs from sponsors Goldwell and Dateline
(Dateline sponsored Lauras win as the overall Apprentice
of the Year), and, of course, the opportunity to attend Boot
Camp with renowned stylist Mana Dave.
HITO looks forward to offering this opportunity to the future

hairdressing stars. We aim to offer this fantastic opportunity
again next year. So, if you want it to be you, make sure to apply
for our Apprentice of the Year award for 2014.
At Boot Camp, the apprentices will experience a variety

of activities. They will learn from experienced stylists and
professionals about how to achieve their career goals, how
to develop their brand, and they will learn about the
Take a look at the next issue of Forma for updates on how it

went, profiles of the attendees, and more.
17
the art of
education
We talk to Sharon Blain about her hairdressing
and education success.
WORK BY SHARON BLAIN
18
SHARON BLAIN TEACHING
If you're a hairdresser, theres an excellent chance you've heard of Sharon Blain. With 47 years experience in the industry,
Sharon is a leading authority on all things hairdressing and all things education. We asked her about her journey as a
hairdresser, her education tips, and her advice for other hairdressers looking to succeed in the industry.
haron Blain always knew she wanted to be a hairdresser.

Her dedication to this dream was so strong that she
left school early, taking up her apprenticeship at the
age of fourteen. It has been 47 years since then, and she has
not once looked back. And no wonder: in her years in the
industry, Sharon has collected many hairdressing titles, had
photographic work in publications across the world, and started
an internationally renowned education business.
Sharon travelled to Vidal Sassoon in London, studying there for

a month each time she visited. Sharon has continued to follow
Vidal Sassoons work and admires what they continue to do in
the industry.
But her journey was not always easy. Sharon started her career
when TAFE (the Australian version of a Polytechnic) training
was not available to apprentices instead, all training was
done in the salon by the senior staff members. Unfortunately,
Sharons boss did not provide any training, so it was up to
Sharon to educate herself.
Sharon also had the opportunity to train with Vidal Sassoon

colourist Annie Humphreys (currently International Director
of Colour and Technical Research at Vidal Sassoon) a week
of learning Sharon says she will never forget.
I believe the technical brilliance behind the Sassoon style

of cutting is what everyone needs to be successful today,
Sharon says.
I did a week of intensive creative colouring with Annie

Humphreys, Sharon says. This was essential at the time
because I was on the floor as a colourist/stylist with a huge
team of staff to train.
Undeterred, Sharon set about organising her own training.

She has invested hundreds of thousands of dollars in herself
and others and says this investment has made her and her
company so incredibly successful.
And this training, with her other experiences at Vidal Sassoon,

still helps her today. Although she no longer does colour work,
Sharons time with Annie Humphreys allows Sharon to give
brilliant direction on what colour work she wants on her models
Since the beginning of her apprenticeship Sharon has trained

with top trainers across the world. For many years at a time,
19
Seeing the most unskilled student create fantastic looks, observing their growth
and seeing their confidence grow makes me feel I have done a good job.
provides her famous Boot Camp worldwide, teaching leading
platform educators, top Hollywood stylists, and many more of the
best in the business. She also offers educational resources books,
DVDs, and more that allow trainees everywhere to benefit from
her knowledge and experience.
today. Her cutting training (something Vidal Sassoon specialises

in) also taught her to be precise, to blow dry to a high standard,
and to take face shapes and suitability of hairstyle into account.
These are skills Sharon (and indeed any hairdresser) can
employ throughout their career. Sharon says it is the clean
parting, and the precise and technical nature of the Sassoon
style in particular that have stayed with her today.
Sharons dedication to training has been lifelong, but it was

her work as a platform educator that eventually inspired her
to start her own company. Although Sharon loved working as
an educator for various product companies, she realised that
a product company limited her when it came to delivering
her own content. Sharon wanted to teach internationally and
develop her own courses, but this was not easy to do with a
product company. So Sharon started her own company, and
its been going strong since then.
Sharon also had the opportunity to train with Ann and

Gary Bray, two of the top competition trainers in the world.
Ann and Gary have a long history of competition wins, Ann
herself having won more than 200 competition titles. They
were also key members of the Pivot Point team, working
closely with Pivot Point founder Leo Passage for many years.
The skills Sharon learned from Ann and Gary kick-started her
successful competition career in the 1990s.
One of Sharons goals was to offer training around long hair work.
She noticed there was a gap in the market educators were
delivering cutting and colouring classes, but no one was delivering
client based long hair classes. What long hair education there was
available was session focused, not client focused.
The skills I learned from [Ann and Gary] have inspired my

success, Sharon says. I always say the skills taught in my
classes today come from my competition experience.
And that experience is vast, including coaching the Australian
team for the World Cup in Tokyo (at which they won Oceanic
Region of the World) and representing Australia five times
internationally. Sharon also won IHS National Hairdresser
of the Year and placed 7th in the European Hairdressing
Championships. In 1995, Sharon was admitted to the Hair
Expo Hall of Fame, acknowledging her many achievements
in, and contributions to, the industry. She has also won a series
of education and business awards over the last ten years,
including Hair Expo Educator of the Year 2009-2011, the
Global Salon Business Award in 2006, and many, many more.
For Sharon, practical, client focused skills are extremely

important. Although Sharon teaches many of the worlds top
industry people, she also teaches trainees at many other skill
levels. Sharon knows these trainees need skills that are widely
applicable, and she aims to teach these skills in all her classes.
She wants them to learn styles they can apply throughout
their career, much the same way Sharon has learned widely
applicable and long-lasting skills from those who trained her.
It is this that makes her job so rewarding, Sharon says.
And Sharon hopes to see these successes continue far into
the future. In 2014, Sharon plans to develop two new DVDs,
continuing to provide easily accessible education to trainees
around the world. She also plans to continue her focus on long
hair, developing new products and accessories to help simplify
dressing long hair for all hairdressers. Finally, Sharon plans to
continue to develop the Sharon Blain Art of Education brand,
eventually becoming recognised as the leader in long hair
education across the globe.
This competition experience has influenced her career to this day.

It taught her how to make a hair style sleek, clean, and polished
presentation being key in competition work. It also helped her
develop an eye for balance and design. Both are skills that have
enhanced Sharons success and that of her students.
The success of her trainees is of paramount importance.
Sharon spends hundreds of hours and dollars on providing the
best training for her employees, her trainees, and, of course,
herself. She allows a minimum of five hours on top of her
already hectic schedule to develop her ideas and perfect her
techniques. She puts her employees through a weekly training
programme.
For Sharon, patience and empathy have been key to her success,
and she says developing these skills is vital in gaining respect as
an educator. It is also vital to be approachable and down-to-earth
this makes it easier for your trainees to approach you. And for
those of you who want the same success in your career, Sharon
has some advice.
Growing is vital, and training boosts motivation and confidence,

Sharon says. I believe it is my duty to continue to grow the best
hairdressers in the industry. It is my name and reputation that my
apprentices have, and I want to produce the best I can.
Practice, practice, practice you must be a master of your

craft before you can educate another, Sharon says. Invest
in yourself and enter awards to gain credibility within in the
industry. And never stop learning. Be prepared to reinvent
yourself and continue to change.
And Sharon is more than able to do this, providing training classes

all over the world with her company, Sharon Blain Education. She
20
THIS PAGE: WORK BY SHARON BLAIN
21
"I believe it is my duty to continue to grow the best hairdressers in the industry. It is my
name and reputation that my apprentices have, and I want to produce the best I can.
SHARONS TOP TIPS FOR SUCCESS
to rebook. Education classes are no different from our salon

clients - we want them to come back, so you do whatever it
takes to do this.
BE THE BEST IN THE BUSINESS

Continue to develop your personal skills and platform
presentation skills and those of your trainees.
MAKE SURE YOU TEACH LOOKS THAT ARE

USABLE BACK IN THE SALONS
Never stop learning, continue to learn new skills and be current

with everything you teach. If you want to be a top educator
seek out courses in public speaking and self-development
classes to boost your confidence. Seek out qualifications in
the area you specialise in.
Students want to attend a class where they can learn new

techniques that allow them to grow their skills. Students have
a small budget to use on skill development. As an educator you
are responsible for delivering a programme that is capable of
doing this. No one wants to pay good money to see crazy mad
styles that are useless and unsuitable for their client base.
UNDER PROMISE BUT ALWAYS OVER DELIVER
KEEP AHEAD OF THE FASHION AND STAY CURRENT
I love it when my students say my course was even better than

expected. It is all the little ideas, tips and tricks that make the
course outstanding.
Allow ten hours each week to research current hair and fashion
looks. I like to have a tripod and head ready to practice new
ideas and work on new looks. I follow Pinterest for new ideas
and look at the latest runway hair to help me observe trends
and new directions.
I always set out to challenge myself to make sure every student

is motivated, confident and excited by their learning. I want
them to tell others how great the class was and that they want
Sharon Blain is coming to New Zealand!

GET THE CHANCE TO TRAIN WITH SHARON HERSELF AT HER 2014 NEW ZEALAND MASTERCLASS.
COURSE : 2 DAY MASTERCLASS NZ
DESCRIPTION
JOIN SHARON BLAIN FOR TWO ACTION PACKED DAYS STYLING LONG HAIR. FEATURING A MIX OF GLAMOUR AND RETRO, YOU
WILL LEARN ABOUT THE MOST CURRENT TRENDS, INCLUDE BRAIDING, WAVES, TEXTURE SETTING, SEWING, STUNNING CURLS,
UP AND DOWN HAIR AND MUCH MORE. THIS EXCITING INTENSIVE HANDS-ON WORKSHOP WILL GIVE YOU A HOST OF CREATIVE
IDEAS TO TAKE YOUR LONG HAIRDRESSING IN NEW DIRECTIONS.
DATE: SUNDAY 30 - MONDAY 31 MARCH 2014 | LOCATION: GOLDWELL STUDIOS, AUCKLAND | COST: $880 INC. GST
BOOKINGS: WWW.SHARONBLAIN.COM
22
SHARONS TOP TIPS FOR SUCCESS
always be
down-to-earth
& have integrity
Do not develop a diva' attitude. This does not endear you to others.
Always be believable and approachable.
THIS PAGE: WORK BY SHARON BLAIN
23
FIND OUT WHY

A CAREER IN
HAIRDRESSING
STARTS WITH A HITO
APPRENTICESHIP
PHONE 04 499 1180

EMAIL ENQUIRIES@HITO.ORG.NZ
WEB WWW.HITO.ORG.NZ
24
keeping your
top performers
engaged
As an employer, who should get your attention?
25
Often its the problem staff members that employers

spend the most time dealing with. Trying to manage
poor attendance or productivity, dealing with complaints
etc. all take time away from those who are your business
best resources your top performers
he lifeblood of every business is its employees. Given

this critical fact, you may assume every business has
a detailed plan, and solid processes in place to ensure
employees are engaged. Unfortunately, this is generally not the
case. Many companies continue to assume that if they offer a
good service and if customers continue to buy those products
or services, then employees should be happy.
BENEFITS OF ENGAGED EMPLOYEES:
Employers typically do just enough to ensure the majority

of employees dont leave; they train just enough, they offer
just enough benefits, and they give just enough positive
reinforcement. Is this the right way to approach employee loyalty?
1. Improved productivity
2. More customer-focused
3. Improved safety
4. Reduced voluntary separations
Consider these two startling facts:
5. Improved morale/attitude
Each year the average company loses 20-50% of its

employee base Bain & Company
6. Reduced sick days

7. Reduced involuntary separations
Replacing a lost employee costs 150% of that persons

annual salary Columbia University
Because the cost of replacing employees is so high, and the
fact that so many continue to leave, businesses who effectively
manage employee engagement can turn these facts around,
making these burdens a strength. They can generate increased
productivity, happier employees who willingly promote the
business, and eventually, greater profits and other positive
business outcomes.
YOU CAN MANAGE EMPLOYEE ENGAGEMENT

Employee engagement can be improved by aligning the goals of
the business with the goals of the individual. Employee motivation
should be associated with traditional rewards, such as pay and
compensation, but also with emotional rewards such as personal
growth, working for a common cause, being part of a highperformance team, and being recognized for achievements.
As an employer, you need to understand why your employees

are emotionally connected to your business and its generally
much more than salaries, training, or benefits. Research shows
that emotionally connected employees are the best employees
because they are engaged and productive, and they feel validated
and appreciated.
You can make dramatic improvements in your employee

engagement
Through management of engagement, you can increase the
loyalty of employees.
But how? You need to know what drives engagement.
Why are employees emotionally connected to you?
Ultimately, with engaged employees, everyone wins.
There are four main areas of emphasis which are critical to

understanding why employees are emotionally connected to a
business. They are:
ENGAGED EMPLOYEES ARE THE BEST EMPLOYEES

An engaged employee is a person who is enthusiastic about
their work. Improving employee engagement directly impacts
measurable business outcomes. Employees who are committed
to success, emotionally attached, and socially involved with a
company demonstrate qualities that business managers' thirst
to have. Engaged employees are more productive at work, take
less sick days and exhibit other favourable behaviour, promote
the business to others and show their happiness to customers.
In short, engaged employees are the best employees.
1. being helpful
2. feeling competent and improved
3. feeling accepted and
4. feeling respected.
So what specific techniques can you use to improve them?
26
PRINCIPLE: START BY MEASURING

EMPLOYEE ENGAGEMENT
THE LIKERT SCALE

A Likert scale (pronounced 'lick-urt') is a type of
psychometric response scale often used in questionnaires,
and is the most widely used scale in survey research.
The process of measuring employee engagement can range

from extremely simple to highly complex. Measuring your
employees passion about work and the work environment
can be as simple as issuing a survey with a few questions
around the ideas of:
I will look for another job in the next 12 months

1. Strongly disagree
2. Disagree
Job satisfaction
3. Neither agree nor disagree
Productivity
4. Agree
5. Strongly agree
Quality of peers
Likelihood to change jobs
Likelihood to recommend salon/spa products or services
ACTION 2. GATHER COMPLIMENTS
Likelihood to recommend as a great place to work
Gathering compliments, as well as concerns, will help you

find out if your actions are beneficial and offer a lasting benefit
to your employees. Consider the following anonymous
compliment and complaint printed word for word from a
Banking employee survey:
Satisfaction with pay & benefits
ACTION 1. USE A LIKERT SCALE

Using a scale of agreement (or Likert Scale), your survey
can measure your employee engagement. Collecting other
open-ended comments along with the raw numbers can help
identify inexpensive opportunities to make employees happy.
My manager is very proactive in discussing my

abilities and goals with me and we arrive at a goal
together; one that is realistic and achievable.
27
It bothers me that our customers get better

benefits with their accounts than we do as
employees. Everybody makes a mistake once in a
while with their accounts; its unbelievable that an
employee gets two overdraft reversals in a lifetime.
By investing in career advancement and opportunities to

improve skills through training, employers can improve their
employee engagement. An employee who is feeling confident
and improved by the business actively promotes the business
to clients and other potential employees.
These two feedback items helped a business confirm the

effectiveness of its management programme and work on
morale boosters for its employees.
Make sure there are no major training gaps in your organisation.

Training should be up-to-date. Make sure employees know
about training opportunities. Some larger or more sophisticated
organisations have a Learning Management System in place to
measure training and results.
ACTION 5. CLOSE THE TRAINING GAPS
PRINCIPLE: PROMOTE AND MANAGE

BEING HELPFUL
ACTION 6. MENTORING PROGRAM

Train and encourage experienced employees to be mentors.
A mentoring program can facilitate dynamic skill growth
throughout your business. Informal learning can be as
influential as formal learning programs.
Employees want to feel that they are making a positive

contribution. An apathetic employee just works for pay,
but an engaged employee perceives their job as important.
Being helpful means that employees feel like they are making
a difference, no matter what role they play in the business.
PRINCIPLE: HELP EMPLOYEES FEEL ACCEPTED
Being helpful means that employees can take pride in

delivering outstanding quality, service, and value to clients.
It means that employees feel empowered to solve client
problems. To increase being helpful in your business, try
these two actions:
Employees must be accepted as contributors by their

peers at work. Teams may encourage a challenging but
supportive environment. Organisational behaviourists of the
past recommended that reducing stress at work improves
engagement.
ACTION 3. HELP EMPLOYEES SEE THE BIG PICTURE

Help your employees to see the big picture, how they
contribute to a functioning whole.
New research says that stressful environments can be healthy,

provided that employees are passionate about what they do.
A chain of clients exists from the bottom of the business

up to the top. Where receptionists welcome a client, stylists
must service the client, supervisors/trainers/managers must
serve and empower, and so on up to the business owner or
governance board.
Strong, loyal teams provide one level of acceptance. Adequate

benefits programmes enable employees to feel accepted, not
expendable. Employees who become more engaged through
increased acceptance tend to share common bonds and
beliefs about your business goals.
ACTION 4. USE SECRET SHOPPERS
ACTION 7. PROMOTE TEAM BUILDING
Use secret shoppers not just to grade the clients service but
also to measure frontline processes. Is the clients experience
a simple and well supported one? Chances are your secret
shoppers can find process gaps that your employees know
how to solve. By empowering employees to provide first-class
service they feel like they are being helpful.
Encourage team building activities in your employees.

Some managers/employers see the team building as a pointless
waste of time. However, there are benefits to creating trust and
acceptance among colleagues. Team building activities dont have
to be expensive. Inexpensive ideas for trust building activities are
available through a simple web search.
ACTION 8. BUILD A SUPPORTIVE ENVIRONMENT

BEFORE ADDRESSING PAY COMPLAINTS
PRINCIPLE: YOUR EMPLOYEES MUST FEEL

CONFIDENT AND IMPROVED
Sometimes dissatisfaction with wages merits investigation.

But often, dissatisfaction with wages and benefits masks
problems that relate back to acceptance by a team or manager/
employer. Often employees voice any problem in terms of
a pay issue. Employees may need appropriate coping skills,
problem-solving skills, knowledge or technical skill gaps, tactics
for handling difficult situations, or help expressing their own
personal feelings.
Employees want to feel like they can do their assigned job

confidently. They want a secure future and to feel that they
are progressing in their own personal life goals. It is surprising
that often businesses slash training budgets to save costs, not
realising that both the clients service and staff morale suffer
from inadequate training.
28
PRINCIPLE: EMPLOYEES WANT TO FEEL RESPECTED
management. Poor managers bring down the morale of

employees, which in turn spills over to the engagement level
of customers and ultimately reflects poorly in your profits.
Employees dont leave their job, they leave their manager

is the mantra heard for many years in Human Resources
circles. To feel respected, employees should feel like the
company regards them as an important asset. Employees
should feel like their manager has realistic expectations about
what they can achieve. And, managers must be fair and evenhanded.
ACTION 11. RECOGNISE EMPLOYEE

CONTRIBUTIONS
Recognition from a supervisor, manager or employer makes
a meaningful, engaging difference in employee morale,
especially when that recognition comes from someone
one or two levels above the employee.
Nothing makes employees angrier than seeing a peer receive

special treatment when they have broken the rules or have not
been performing. Managers have the unique role of enforcing
rules or policies while at the same time removing barriers and
excuses for employee performance.
LET TECHNOLOGY HELP YOU MANAGE ENGAGEMENT

Use technology to help you understand the heart and mind
of your employees.
ACTION 9. DONT BE AFRAID TO TELL THEM

THE TRUTH
Dont try to figure it all out in a single annual survey, or through a

feedback email link you send out once in a blue moon. You need
to collect feedback often, and in all possible collection points, both
solicited and unsolicited. Then you need to genuinely listen and
respond to what is submitted. This creates a win-win relationship.
Respect your employees through degrees of transparency.

Communicate how your business is actually doing monthly,
quarterly or semi-annually. Give your employees confidence
in the future and information to understand shifts in rules
or policies.
A word of caution: most employees are sceptical of any feedback system that is offered by their business. They fear their
submissions will not be confidential, so they dont submit truthful
information, or they dont submit anything at all. Anonymity is
vital in any formal feedback process to get a straight answer.
Sometimes anonymity is just not feasible when there are only
ACTION 10. RETRAIN OR GET RID OF

BAD MANAGERS
A bad manager can pollute your business. Your most talented
employees will be the first ones to leave in the face of poor
29
two employees in that case, be aware that you may not get the
whole or even part of the whole truth. Use a mixture of feedback
over time.
presentations, lead meetings or take part in training. Encourage

them to make connections with other high performers in your
industry and to work on projects/campaigns together--and then
invite them to present the results to your team.
UNDERSTAND THE HEART AND MIND

OF EMPLOYEES
3. PROVIDE THEM WITH MENTORS

Your top employees will benefit (and be further engaged in
their organisation and in their work) from being assigned to
a mentor who can help provide advice, career guidance and
connections to others in their network. But it shouldn't be just
any mentor--find senior employees who have a real knack for
engaging with younger people, while giving them the advice
and support they need.
To know the heart and mind of employees, you should ask

them questions that draw out truthful answers to the four
topics we just discussed: being helpful, feeling confident and
improved, feeling accepted and feeling respected. You should
ask these questions regularly, and you will bring to life the
employee engagement level at your business.
4. MAKE THEM RESPONSIBLE AND THEN

REWARD THEM
You will truly know what makes them emotionally connected

to your business, spot trends, and become empowered to
be proactive instead of reactive. Happy clients will follow,
which will then lead to increased profits and other positive
business outcomes.
The stronger the employee, the more they will thrive on being
challenged by work. While they may occasionally make mistakes-or even fail--don't hesitate to delegate prestigious tasks to your
high performers. Put them in charge of a marketing campaign,
assign them to a leadership roles, or have them start a new
venture in an entirely new area of your business. And, when they
perform well, don't forget to reward them for their hard work.
Start working right away because what is crucial is that

you start!
Having highly engaged employees is one of the most
worthy goals any business can seek.
5. CREATE CLEAR PATHWAYS FOR GROWTH

It's essential to make it clear to your top employees that they will
have opportunities for advancement. If they don't see a future
with your organisation, or if they think that they will have to wait
too long to advance, then they will look for opportunities outside
your company. Set aside time to chart out a career plan, with clear
milestones, training and assessments along the way. Expose them
to a broad and varied range of assignments so they will have the
exposure they need to become effective executives.
KEEPING YOUR TOP PERFORMERS LOYAL

High-performing employees are your most important asset.
Here's how to keep them around for the long term.
It's no secret that some employees perform better than
others. And while it takes all kinds of people to make the
world go 'round, high performers are every company's most
valuable resource. These are the employees who bring the
greatest value to your business and to your customers. It pays
to do whatever you can to keep them happy, engaged and
with your company for the long run.
It's never a good time to lose a great employee. Make a point of

identifying your high-performing employees, and then actively
take steps to ensure you retain them.
TURNOVER IN TOUGH TIMES
Here are five steps that will keep your high performers from
looking elsewhere.
When the economy is slow and unemployment rates are high,

its easy to think your employees will happily stay put in their
current jobs. But that is a dangerous assumption. Research
shows that voluntary turnover rates increase as consumer
confidence builds. This means, as a manager, you need to
figure out ways to retain your top performers, even if your
company is still in a slump.
1. KEEP THEM ENTERTAINED

One reason these employees excel is that they are smart, active
and curious. They are always looking for something new and
entertaining to do. Satisfy that need by providing them with
a constant stream of interesting assignments and projects.
Need some new ideas on how to cut costs in your shipping
operation while making it greener? Or looking for new ways
to promote your services via social media? Offer your high
performers the assignment.
There is no doubt that as a manager, the pressure is on.

The largest predictor of whether someone will stay with a
business is their satisfaction with their immediate boss. Your
employees are likely looking to you for inspiration and guidance
during these tough times, and you may have little, or nothing,
to offer them in terms of advancement or compensation.
Fortunately you have many other levers available to you that
can motivate your stars and keep them happy. Relying on
2. GIVE THEM VISIBILITY

Everyone wants to be recognised when they do something good
for their organisations, and your best employees are no different.
Provide them the visibility they crave by inviting them to give
30
MANAGE ANXIETIES AND FRUSTRATION
those other levers may cost you and your business nothing,
but often they have huge value to your stars.
When salaries are frozen or profits are down it is inevitable

that some top performers will become frustrated and anxious
over their future. Your role as a manager is to respond to these
frustrations. When faced with a discouraged star, consider
using yourself as a role model. Share your reasons why you
are staying around. If possible, create more of those types of
opportunities for your star.
WHAT THE EXPERTS SAY

As a manager, your role is to figure out which of those benefits
matter most to your people. Making use of low-cost levers is a
great way to show your stars that you appreciate them, value
their work, and are invested in their careers. Find the levers
where the value to the individual is greater than the cost to
the company. Here are some of the tools you might rely on
when budgets are tight.
OVER-COMMUNICATE
Open communication with your stars is critical. In fact, in tough
times, managers/employers should over-communicate to help
alleviate fear and anxiety. Be transparent about the business
situation and outlook for the future. The more you share
information, the more buy-in you have.
1. Praise for quality work. This is one of the most inexpensive,

and unfortunately, underused levers available to managers.
Conger says, There is a praise deficit in almost all companies.
Yet praise can go a long way in demonstrating to your top
performers how much you value them. Be sure to express
gratitude for work that is above and beyond normal standards.
Be specific and be sure that your praise is tied to a legitimate
accomplishment.
But be careful not to make promises you cannot keep.

People have extremely long memories. Be specific and explicit
about why the star is needed at the organisation. Describe the
pathway to the future in a realistic way and be candid about
the challenges ahead.
2. Challenging projects and assignments. To keep your top

performer engaged, provide her with the opportunity to
work on a new project or tasks that builds skills and gives
the employee a chance to shine. This might be a team
project that brings your star together with other stars from
different salons or businesses or this might be a solo project
that demonstrates your confidence in their ability.
CULTURE MATTERS MORE THAN EVER

A strong culture is instrumental in retaining stars. Businesses
should focus on building a strong culture so that top performers
feel compelled to stay even if the business is struggling. Consider
programmes that reduce stress and engage employees to focus
on work. Everything from a free coffee to ensuring that work
content is interesting and challenging. Open communication
with all employees helps eliminate the fear factor.
Be careful when assigning these kinds of projects.

No one wants to hear that in lieu better pay they are
receiving more work that is not going to go down well!
Ensure they understand that this is a vote of confidence
and an opportunity for them to build additional skills, not
a way to overburden them.
In a small business, you can influence or direct your culture.

Your actions and interactions with your top performers
contribute to that culture.
3. Development opportunities. Many managers neglect to

use this lever because learning and development budgets
are being cut or non-existent. However, there are many
inexpensive or free ways to develop skills. You can also find
your star a mentor that is more senior in the business or
in your industry and perhaps shares a similar background.
You can also contribute to the development of others by
asking your star to teach a skill that they are particularly
adept at. If they are known for closing sales on products or
negotiating favourable deals with product companies, ask
them to design and lead a negotiation session for other
sales people. This will allow them to serve as a role model
while deepening their expertise in the area.
PRINCIPLES TO REMEMBER
DO:
1. Find out what benefits matter most to your employees
2. Communicate more than you think you need to
3. Be realistic about peoples anxieties and frustrations
DONT:
1. Forget that satisfaction with an immediate boss factors
heavily into peoples decisions to stay with a company
4. Non-monetary perks. There are also a whole host of perks

that cost little or nothing for you to provide, such as flexibility,
better work/life balance, or more autonomy. Businesses tend
to become more controlling in tough times, and its vital to
counter that tendency. Ask your stars what matters most to
them. If your star has a young family, find ways to be more
flexible with working hours. If they want to take additional
training, give them time off to do so. More often than not
these perks leads to the right set of behaviours.
2. Assume that a bad economy guarantees that your star

employees will not leave
3. Think that money is your only tool to motivate your
employees.
31
MODEL: ASHLEIGH VERMAAK
MODEL: BRITTANY ARTHUR
see your work in print
JOCELYN VAN BEYERE,

SASSY HAIR
MODEL: GEORGIE MALCOLM
32
SEE YOUR WORK IN PRINT

Name: Jocelyn van Beyere
Salon: Sassy Hair
Name of models: Ashleigh Vermaak, Georgie Malcolm
and Brittany Arthur
Name of photographer: Jonny Knopp
WHY DID YOU DECIDE TO FOLLOW A
HAIRDRESSING APPRENTICESHIP PATHWAY?
Being a creative person who loves working one-on-one with
people, I decided to combine the two and get the best out
of both. I wanted every day of my life to be different, and
hairdressing gives me just that.
WHAT IS YOUR FAVOURITE PART OF BEING AN

APPRENTICE?
Constantly learning and discovering new techniques and
perfecting different styles. I enjoy growing with my clientele,
and constantly being able to offer them more. I find hands-on
practical work, combined with theory, is a well-balanced way to
learn for a practical person.
WHAT IS YOUR FAVOURITE PART OF DOING

FASHION OR PHOTOGRAPHIC WORK?
My favourite part would be stretching my creativity to its full
potential without meeting anyones expectations except my
own. To see all your hard work in print is like seeing the creative
side of your personality displayed on paper.
WHAT ARE YOUR DREAMS AND ASPIRATIONS FOR

YOUR CAREER IN HAIRDRESSING?
To build a strong, faithful clientele. One where I not only meet
their hairdressing needs, but their needs of a more personal
nature. Where I can journey with them and offer my support
and a gentle listening ear.
WHO INSPIRES YOU IN YOUR HAIRDRESSING

CAREER, AND WHY DO THEY INSPIRE YOU?
MODEL: GEORGIE MALCOLM
Patrick Cameron is a great inspiration. The way he portrays

his passion for long hair and the ease with which he works are
things I aspire to. Megan Jamieson, one of my off-job training
tutors, is also an inspiration as she has shown me how to relax
in my work, and let your natural ability take over.
HOW DID YOU ACHIEVE THIS LOOK?

My styles involved a great deal of back-combing, braiding,
bobby pins and, most importantly, hairspray.
WHAT PRODUCTS DID YOU USE?

WHAT WAS THIS PHOTOGRAPHIC WORK FOR?
I enjoy working with Schwarzkopf products, so I worked mainly

with Silhouette Flexible Hold Hairspray, Osis Dust It and Osis
Thrill Fibre Gum.
To see what I could accomplish, what my ideas could come

together as, and just how much I have grown over the time I
have been hairdressing.
SPECIAL THANKS TO:

WHAT WAS YOUR INSPIRATION?
Support throughout my training Dorothy Emmerson
I researched Grecian hairstyles, and that played a part in the

inspiration for my work, tied in with the theme of my styles
being natural and organic and letting simplicity be a key factor.
Photographer Jonny Knopp

Make-up Artist Karen Shepard
33
SEE YOUR
WORK IN
PRINT
Are you a HITO apprentice?
This is your chance to have your work
published in an issue of Forma Magazine.
If you have photographic work that
you are proud of, we want to know.
Give HITO a call on (04) 499 1180 or email
enquiries@hito.org.nz to find out how to send
your photographs in and have the opportunity
to be published in Forma.
34
REDS HAIRDRESSING AND THEIR SPONSORS RENEE FROM CHILLIEBIZ (IN PINK) AND MALCOLM GIBBONS FROM SHOCK CONSULT
MAKING THE MOST OF YOUR TIME

MOST OF THE TIME!
Malcolm Gibbons, owner of Shock Consult and experienced business consultant, shares his top business advice
on making the most of your time
So get up early, make yourself your favourite morning drink

(mines a really nice quality cup of percolated coffee) and sit
somewhere quiet with a notepad and reflect on your wants
and needs. Then make some notes on how you will change
what you are doing to bring you closer to achieving your
wants and needs. The next morning you should reflect on
yesterday and look at how you could have arranged and done
things differently to free up some of your time. This morning
time should be time when people around you bother you less,
(they are still in bed) and you get some time alone to think and
create ideas.
our salon needs your time, and so do your spouse,

partner, children, friends, clients, team, and just about
anyone else you can think of. And of course you also
need some time for you to relax, rejuvenate and enjoy. But you,
like all of us, have only 24 hours a day and have limited time
for everyone. So how do you manage this? You cannot change
time - the only thing you can change is you and your way of
managing time.
Here are some ideas and smart ways to manage your time
more efficiently. Using these ideas will mean you can dedicate
some quality time to your salon business to make it more
successful. Every aspect of running your salon needs your
time and attention, and not managing your time properly will
and probably does cost you a lot of money. Every day you lose
time, you get further and further behind resulting in more lost
opportunity and profit.
TIME MANAGEMENT QUALITIES TO DEVELOP:

SET PRIORITIES
Create some time to think about your business and which areas,
in your opinion, need more attention. You can also discuss it with
a mentor or coach to help you set these priorities. Ideally write
them down in your diary or make a list and put it somewhere
where you can see and access it conveniently. Whenever
you look at it, you will be reminded of your priorities.
When was the last time you just sat down and figured out
exactly what you want to achieve for your salon and you?
Try setting your alarm half an hour earlier in the morning:
this allows you to take some you time to think with an
open and fresh mind about your business.
35
PREPARE A TO DO LIST
You can only do all this when you manage your time. If you have
problems and cannot handle or organise yourself, there is no
harm in discussing it with a professional. This will always help you,
because without a proper time management process, you wont
be able to reach the high level of success you may desire.
In the morning quiet time, always prepare a to do list and try to

keep it in front of you all the time. On your desk or even on your
Smartphone is a good place for this. Make it a habit to complete
the entire list. You can do this by organising yourself and not
wasting your time. Remember to make it achievable, however there is nothing worse than piling your to do list high with tasks
that you know you wont complete in a day. My favourite thing to
do on a Monday morning is to set 3 tasks to achieve this week. I
write them down and then plan when and how Ill do them (these
are tasks over and above normal work stuff and should
be directly taking you closer to your goals).
A salon business needs the owners time in several areas including:

Customers: Allocate time when you always interact with your
clients and take their feedback on the team, dcor, services
and products.
Team: Interact with them and keep an open door policy or
maybe an open email policy. It is possible that, in their spare
time, your team members may come and start discussing
general topics, which can waste your time: be careful with this
as this is a common time thief practice. I am not saying that
you should ignore them, but set rules in place that allow you
to be free to work uninterrupted and then discuss their ideas
in your allocated time.
ORGANISE YOURSELF
Use reminders or work plans to remember things you have to
do any particular day and do them when theyre scheduled.
Do the unsavoury ones first then theyre out of the way,
leaving the more pleasant ones to be done later. (The first
thing to do is to read the book Eat That Frog - 21 ways to stop
procrastinating and get more done in less time by Brian Tracy
it contains some excellent advice on this subject).
Market updates: Assign time to keep yourself updated with

what is happening in the market: What new trends are coming
and which are leaving the market? Also keep yourself posted
with new products.
SET GOALS AND STAY FOCUSSED
Social networks: Connect with market specialists Facebook is

awesome for this. Assign a time, at least once or maybe twice a
week, to socialise with industry peers, specialists, suppliers and
experts to know what is happening around the industry and
what the upcoming developments are.
Set goals tied in with your vision. If you are focused, organised
and determined, you will be able to meet (or exceed) your goals.
IDENTIFY THE OBSTACLES IN YOUR

TIME MANAGEMENT
Answer complaints efficiently: As a daily routine, allow time to

listen and review any clients complaints that may have been
made during their visits.
Keep your team or friends out of your way when it is time for
business. Keep all the time thieves (you know who they are!)
away from you during the hours you have allocated for completing
the task list - you and your salon will benefit from doing this.
Many salon owners are time poor, and thats because they
struggle with managing the time available. Remember to plan,
focus and also delegate so you can get the important things
done quickly and efficiently, allowing yourself time to enjoy
your salon and life outside it.
MAKE YOUR TIME PRODUCTIVE

Learning new ways to make your time productive is crucial.
For example, when chit chatting with your clients you can
always, between your conversations, introduce a new product
or service. In the same way, while meeting with the company
reps you can discuss the talk of the town or what the market
is up to. Just see how you can utilise your time gaining and
sharing important information.
Malcolm Gibbons helps Hair & Beauty Salon Owners have

better businesses every day - and says: "My Passion is people,
my Enthusiasm is Business and my Mission is to assist salon
owners in achieving the dream they had when first going
into business".
36
TIME MANAGEMENT: TIPS TO REDUCE STRESS

AND IMPROVE PRODUCTIVITY
Do you find yourself as a business owner, manager, trainer, employer, superwoman overwhelmed by the number
and complexity of things that you need to do each day?
s the day flies by, do you often feel as if you haven't

paid enough attention to each task because other
things keep landing on your desk, staff or clients
interrupt you with questions or you can't get it all organised?
managing your time wisely can minimise stress and improve

your quality of life.
But how do you get back on track when organisational skills
don't come naturally? To get started, choose one of these
strategies, try it for two to four weeks and see if it helps. If it
does, consider adding another one. If not, try a different one.
You probably know that managing your time effectively will

help you get more done each day. But it has important
health benefits, too. As an employer and business owner,
1.
PLAN EACH DAY. Planning your day can help you

accomplish more and feel more in control of your life.
Write a to-do list, putting the most important tasks at the
top. Keep a schedule of your daily activities to minimize
conflicts and last-minute rushes.
8. EVALUATE HOW YOU'RE SPENDING YOUR TIME.

Keep a diary of everything you do for three days to
figure out how you're spending your time. Look for time
that can be used more wisely. For example, could you
take a bus or train to work and use the commute to
catch up on reading? If so, you could free up some
time to exercise or spend with family or friends.
2. PRIORITISE YOUR TASKS. Time-consuming but relatively

unimportant tasks can consume a lot of your day.
Prioritising tasks will ensure that you spend your time
and energy on those that are truly important to you.
9. LIMIT DISTRACTIONS. Block out time on your calendar

for big projects. During that time, close your door and
turn off your phone and email (if you can).
3. SAY NO TO NONESSENTIAL TASKS. Consider your goals

and schedule before agreeing to take on additional work
or tasks.
10. GET PLENTY OF SLEEP, EAT A HEALTHY DIET AND

EXERCISE REGULARLY. A healthy lifestyle can improve
your focus and concentration, which will help improve
your efficiency so that you can complete your work in
less time.
4. DELEGATE. Take a look at your to-do list and consider

what you can pass on to someone else.
5. TAKE THE TIME YOU NEED TO DO A QUALITY JOB.
Doing work right the first time may take more time
upfront, but errors usually result in time spent making
corrections, which takes more time overall.
11. TAKE A TIME MANAGEMENT COURSE. Find out if a

local community college, university or community
education program runs one.
6. BREAK LARGE, TIME-CONSUMING TASKS INTO

SMALLER TASKS. Work on them a few minutes at a
time until you get them all done.
12. TAKE A BREAK WHEN NEEDED. Too much stress can

derail your attempts at getting organised. When you
need a break, take one. Take a walk. Do some quick
stretches. Everyone needs to rest.
7. PRACTICE THE 10-MINUTE RULE. Work on a dreaded

task for 10 minutes each day. Once you get started,
you may find you can finish it.
CHECK OUT HIS FREE REPORT '7 MISTAKES SALON OWNERS MAKE THAT CHOP AWAY AT PROFITS (AND SLEEK TECHNIQUES TO
SOLVING THEM)' AT WWW.SHOCKCONSULT.CO.NZ
37
38
If you strive to be the best and do everything possible to become that,

then you will be successful.
DORIEN VAN DEN BERG
Dorien is taking the hairdressing world by storm. Just five years ago she was HITO Central Apprentice of the Year;
now, at the age of 25, she is a successful salon owner and Kitomba/NZARH Business Award winner.
oriens Kapiti Coast salon Jomp Hair Design won

Fudge Boutique Salon of the Year recently at the
HITO/Kitomba/NZARH Industry Awards, and she
was also a finalist for JustBookMe Best New Entrant.
week their results are placed on the back room board. I set
incentives and reward them for hitting targets.
Dorien also organises regular staff meetings and individual
performance reviews to go over the results and provide
feedback. This way all her staff know what she expects of them.
The constructive feedback helps them learn and grow.
I was completely overwhelmed! Dorien says of the win.

Im extremely excited and so grateful to receive this award.
I have only been in business for just over two years, and I have
put so much time and energy into building Jomp into what it is
now. It feels amazing to gain recognition for all the hard work.
All my staff are focused, and I encourage them to take

ownership of their roles within the team, so they are engaged
in the salon and our culture, she explains.
The Fudge Boutique Salon of the Year award is results driven.

Judges weighed up performance figures relating to chemical
services, profitability, rebooking, retail sales and more when
deciding on the winner. Dorien says one-way she keeps these
figures up is by setting individual targets for each of her stylists.
With such efficient systems in place, it is hard to believe that

Dorien only took over the salon two years ago. She began
working at what is now Jomp Hair Design shortly after
completing her apprenticeship. She quickly made it clear
to the then owner that she was committed to standing by
her and helping see the salon grow. In return, Doriens boss
invested in her, sending her on managerial courses and giving
This is called benchmarking, she explains. Each team

member has a target in place for them to meet and each
39
FROM LEFT TO RIGHT: SARAH MILNE, SAMANTHA BELL, DORIEN VAN DEN BERG, JANELLE HARLEN, HOPE HOWCHOW
A qualification is so important
It shows you are serious about your
chosen career, that you are proud of it
and have taken the time and effort to
achieve it.
DORIEN AT WORK
40
I care a lot about my apprentices. I strive to cherish them and nurture their
journey to become extraordinary hairdressers! Watching them grow is so
rewarding and I am proud of their achievements.
training available. Her persistence paid off and finally she got
an apprenticeship at a salon well known for their training. She
worked hard, achieved her National Certificate and took every
opportunity to learn and grow.
her some fantastic opportunities. Eventually, she asked Dorien

if she would like to buy the business.
I jumped at the chance! she says. I felt ready for it since I
had spent a lot of time and energy invested in the salon already
now it could be mine!
In my apprenticeship I learned the tools I needed to become

a great hairdresser and I took ownership of my future in this
industry. It is not just hairdressing; this is a career and a passion
based job. If you put everything into it, you will receive amazing
and rewarding results.
If you strive to be the best and do everything possible to

become that, then you will be successful.
Feeling lucky to have the opportunity to own her own salon
so early in her career, Dorien is determined to do everything
to make the business a success.
Now the employer and trainer, Dorien loves using her

knowledge and passion to train her own apprentices and
give them the same inspiring experience she had. She enjoys
growing her own team and has seen this create consistency
in the salon, ensuring that all the staff at Jomp carry the salons
reputation for excellence.
I would do anything for my salon. Honestly it is the most

worthwhile investment in every way, she says.
This inherent passion for her career and business is what drives
Dorien to run Jomp with excellence every day.
I care a lot about my apprentices. I strive to cherish them and

nurture their journey to become extraordinary hairdressers!
Watching them grow is so rewarding and I am proud of their
achievements.
Passion, inspiration and ambition are my three favourite words!

I am passionate about hairdressing, and I live for this industry.
I intend to be the best and work hard, remain consistent and
not become complacent. If you are the best at what you do,
clients will come to you over anyone else. If you strive to be the
best and do everything possible to become that, then you will
be successful.
If you want to have a rewarding career in hairdressing, Dorien

says the most important thing you can do is to keep your
passion for the industry.
Make sure you are excited and passionate about hairdressing.
That fire is essential in becoming great. Without it, you will
never become amazing, no matter where you are trained.
Dorien is also passionate about apprenticeship training

and qualifications in the hairdressing industry. She knows
from experience that it is training that leads to success and
qualifications keep the industry professional.
At the end of the day you are responsible for your own
success, says Dorien, so make the most of the opportunities
you have and dont forget to have fun!
A qualification is so importantIt shows you are serious about

your chosen career, that you are proud of it and have taken
the time and effort to achieve it.
This is a really fun industry; remember that when you are

sweeping floors and making coffees! We have all been there! Set
goals and achieve them - no one else is to blame but you for how
your career turns out. Age and experience dont matter because if
you train and learn and push yourself, you will succeed.
When she was looking to start her own apprenticeship,

Dorien sought out a salon that would be as passionate about
training as she is. She handed her CV out to over 60 salons
and even turned down job offers when there was no suitable
41
JASMINE MCBETH RECIPIENTS PAST AND PRESENT - MOANA RIDDELL,

JULIEANNE HARTSHORNE, KALEB PRITCHARD, MARIANNA BROWN
HAYLEY MARTIN
RETURNING TO WORK AS AN APPRENTICE

In hairdressing, like many other industries, it's not uncommon for employees to take a break from work. Many return to
work, but this can be a challenge for employers and employees alike. We spoke with three apprentices who have returned
to training after a break and asked them for their advice.
ayley Martin, Melissa Teller, and Julieanne Hartshorne

are fully committed to the hairdressing industry. When
we asked about their training, none of them could
contain their enthusiasm, happily discussing their successes
and their excitement. You would never know that all three had
taken breaks as long as ten years, or that returning to work
hasnt always been easy.
also gave birth to two children, giving her added responsibilities

outside the workplace.
Julieanne decided to return to training in 2013. At first she
struggled with finding a job that would give her and her family
the support they needed. Julieanne eventually found her
current job at Hi-Tek Hair Studio. Hi-Tek provided the financial
and personal support she needed. Julieanne also received the
Jasmine McBeth Memorial Scholarship for 2013, giving her
$3000 to put towards future training in the industry.
Hayley worked in the industry for some time before leaving to

have a family. She first worked part-time, but decided to leave to
focus on raising her children. But Hayley missed her work, and
so she decided to return and complete her National Certificate.
Under New Zealand law, apprentices are entitled to no less than

80% of the minimum wage while they are training. This can be
a struggle for an apprentice with a family to support. Budgeting
is essential, as is seeking help wherever you can.
Returning to training was not without its challenges, of

course. For Hayley, the biggest challenge was getting back
into study mode.
Support in other areas is also essential for returning to work.

For Melissa, having training support has been the most valuable
thing. At first, she struggled a little with a lack of support from her
classmates at Off Job Training, who were not welcoming. However,
Melissas trainer in salon, Claire, provided more than enough
support. Claire used to be a tutor at Premier, and Melissa says this
has helped her understand the assessments.
Young apprentices have often gone straight from school into

studying, so it's easier for them, Hayley says. I hadnt been in
school for fifteen years, so re-training my brain on how to
retain information was a challenge.
Hayley also finds being paid a training wage is challenging
financially, especially with a family to support. However, she
says completing her qualification will be worth it.
Claire is an awesome trainer, Melissa says. She makes it easy

to learn, and she has trained me to a high standard, which
makes assessments easier.
For Julieanne Hartshorne, money was also a concern in

returning to hairdressing. Julieanne started her apprenticeship
in 2002, but had to leave the industry to look after her parents
when her father was in a serious crash. During her break, she
Other challenges when returning to work can include adjusting

to the structure of a workplace and preserving a work-life balance.
42
HAYLEY MARTIN IN THE SALON
WORK BY HAYLEY MARTIN
MELISSA TELLER
Melissa Teller also feels more confident about her training.

She says she is much more relaxed, and she also feels older
and wiser. Some of our apprentices are paid more than the
training wage, which is an advantage. Their employers agreed
to provide this additional financial support, knowing the
apprentices had families to look after and other commitments
that younger apprentices might not necessarily have.
Adjusting to the work environment can be difficult, and getting

back into good habits can be difficult. But it isnt impossible.
Knowing she would return to the industry eventually, Hayley
made sure to keep up with her hairdressing knowledge and
practice while she was at home. This has left her far better
prepared to return to work than she otherwise might have been.
Keeping a work-life balance was a serious concern for our
apprentices, but they all agree that returning to work is worth
it. For Melissa, it was important to think in the long term, and
to gain a qualification that would mean she could support
her family and make her children proud. The 30-hour a week
requirement of an apprenticeship can also make adjusting work
to fit family commitments easier. Working less than 40 hours is
also recommended by Careers NZ as an excellent way to ease
back into the workforce.
Although paying an apprentice more than average may put

a strain on the salon at first, it often pays off. Older apprentices
often finish their qualifications faster than the younger ones,
allowing the salon to have a fully qualified stylist at a much
faster rate. Julieanne Hartshorne, for example, completed
her qualification within three months of returning to training.
As she had some of Year 2, all of Year 3, and her finals to
complete, this was an impressive feat.
Making sure employees maintain a healthy work-life balance is

valuable to employers, too. Employees who have a good worklife balance are healthier and happier, and more fulfilled in all
areas of their lives, according to Careers NZ. They are also more
productive and more likely to stick with the business, according
to the Department of Labour.
Despite the challenges, none of our apprentices regret the

decision to return to the industry. All three encourage other
people that are thinking about returning to the industry to
just go for it. Hayley and Melissa are eager to complete their
qualifications, and Julieanne has started her National Certificate
in Business she plans to run her own salon one day.
There are other advantages to older apprentices, both for the

apprentice and for the business they work for. For Hayley, being
older and more experienced makes her feel more confident in her
abilities as she trains. She also enjoys the diversity of working with
older and young apprentices and staff and says it's helpful to get
different perspectives.
Coming back was the best decision Ive made for me and my
family in a long time, and I dont regret it one bit, Julieanne
says. Shop around with your interviews and find the place
that feels right for you. It's so essential to feel comfortable and
happy in the workplace - not many of us can say that we love
our place of work.
Hayley also loves the opportunities she has to take part in

fashion work, which she says were few and far between when
she first joined the industry. Having access to various top
quality products and far more advanced training is also an
advantage of training now, Hayley says.
And Melissa couldnt agree more. She advises anyone who

wants to return to training to give it a go. Just do it! She says,
Who cares what anyone else thinks?

43
HQ apprentices
shine at
hairdressing
competitions
2013 has been a year of exciting success for apprentices
at New Plymouths HQ Hairdressing Group, made up of three
salons: HQ hair by Design, HQ Design Space, and HQ Studio.
DENBY EDWARDS - NZARH REGIONAL COMPETITION

DAY STYLE EVENT (NEWCOMER), THIRD PLACE
44
I think that competition work pushes

you out of your comfort zone."
DENBY EDWARDS - NZARH REGIONAL COMPETITION

NIGHT STYLE EVENT (NEWCOMER), SECOND PLACE
The whole journey of preparing for a competition pushes

people right out of their comfort zone, says Cheryl Findlay,
owner of HQ Hair by Design. It gives them a platform to do
something new, learn cutting and colouring techniques, and
most of all learn how to dress hair. We see our apprentices'
skill bases grow tremendously with competing.
in competitions this year. At the Regional NZARH Competition,

Chiara placed first in the Junior Urban Day Style event, second in
the Urban Colour event, and was named Taranaki Newcomer of
the Year. She also entered the Jessie Roebuck competition and
placed second in both the Fashion Set and Hair Up sections.
Chiara has thoroughly enjoyed competing this year, mainly
because she is able to express herself creatively. She can try
things she would not normally do in the salon.
Denby Edwards recently completed the second year of her

apprenticeship at HQ Hair by Design and she has enjoyed
taking part in competitions this year. She says competing has
helped her gain confidence in herself and her work.
I would definitely recommend to all apprentices to consider

entering competitions because of what you learn.
In the Taranaki Regional NZARH Competition, Denby won

second place in the Night Style event (Newcomer) and third in
the Day Style event (Newcomer). She also took out first place in
the blow wave category of the Jessie Roebuck competition and
was placed at a local Session Hair/ Fashion Show competition.
I think that competition work pushes you out of your comfort

zone, she says. It allows you to create work that you wouldn't
normally do day to day. Competitions challenge you to think
outside the box and put your own twist on work that inspire
you. Theres no limit to the creativity you can express!
At HQ, competitions are compulsory for apprentices, and at

first it can be a little intimidating, but overall its a thrill, Denby
says. I would definitely recommend to all apprentices to
consider entering competitions because of what you learn.
You have to learn good time management skills, how to think
outside the box and how to let go of the stress and embrace
your mistakes.
Chiara says that doing competitions has helped develop her

skill base, and she thinks all apprentices should get involved
in this work.
For salon owners Cheryl and Tanya, seeing their apprentices
succeed in competitions is rewarding.
At the end of the day nothing beats the smiles from the team when
they come off the floor at a competition and say, yes, I did it!
Chiara Whitmore is an apprentice from HQ Design Space

(owned by Tanya Patene). She has also done exceptionally well
Regardless of placing, they are all winners to us here at HQ.
45
MANE SALON TEAM
TOP TRAINERS, TOP TIPS

Some of New Zealands top trainers give their best suggestions for trainers and trainees.
Janine Simons also advises that teaching others what youve

learned will help reinforce it, benefiting yourself and your
trainee. Equally, they advise, trainees benefit from practising
what they have learned. This reinforces the trainees knowledge,
and it also allows the trainer to oversee the progress of the
trainee, making corrections as needed. It is a clich, but all four
trainers stress the importance of practice. It is also, as Julie
Depree (of Man Up Hair and Body) says, helpful to follow-up on
your training, and evaluate its effectiveness. That way, trainees
have the opportunity to contribute to their own training, and
trainers can evaluate what is working and what they need to
do differently.
s we head into the New Year, many of you may be

thinking about organising training for your team in 2014.
We asked four top trainers for their advice on training,
why training is so vital to them, and the successes theyve seen
because of training.
Training is the backbone of what we do, says Janine Simons
of Mane Salon. It is the future of our industry. And Jan Waite
(of Jan Waite Hairdressing) agrees, saying Training is the future
of our industry. Without training, we dont have a profession.
For our four top trainers, quality training starts with them.
All four trainers have achieved their National Certificate
(or equivalent), and they have all continued to undertake
professional development throughout their careers. Some
of these courses include Train the Trainer and Cutting Clean
by Go Coaching, which allowed them to better train others.
They also collectively have experience all across the industry
(fashion work, platform work, experience as assessors), giving
them insight in all areas of hairdressing. To provide appropriate
training, a trainer must have a solid training base to work from.
Maintaining excellent health is also beneficial, both for trainers

and trainees. As Julie Depree advises, a healthy trainer will find
it easier to teach and a healthy trainee will be more receptive to
the lessons being given.
Hairdressers and barbers are on their feet all day, so it is
essential that trainers teach proper posture, correct use of
equipment, and other methods of avoiding strain. Failing to do
so will mean long-term health issues for staff, including back
problems and strained joints.
There are plenty of advanced courses available to trainers,

including HITOs National Certificate in Advanced Cutting and
National Certificate in Business. Our trainers would recommend
taking advantage of them all. They would also recommend
connecting with a stylist or trainer you admire, and asking if
they would be happy to mentor you.
Another important piece of advice for both trainers and

trainees is: keep a respectful attitude. For Aimee Packer of
VIVO Hair Salon, maintaining a respectful attitude is necessary
when training. This is important for all employees, from owner
46
Training is the future of our industry.

Without training, we dont have
a profession.
JAN WAITE AND LAURA WILLIAMS
to apprentice. It is easier to teach by example. If the trainer is

enthusiastic about training, then the apprentice will reflect that
attitude. If trainers are having problems with trainee attitudes, it
can be best to sit down with the trainee and discuss any issues.
say that seeing trainees eyes light up when they achieve

something is a reward on its own.
And there are definite benefits for the business too. For Aimee
Packer, successful training gives her staff she can rely on. One of
Aimees trainees now works alongside her as a stylist, one that
Aimee can depend on for education and guidance. Properly
trained trainees can provide support to senior members, and in
turn help junior members of the team. This allows the salon to
run smoothly and efficiently.
These problem-solving sessions can also be used to follow

another key training point setting goals.
SETTING GOALS
All four of our top trainers recommend creating a long-term
plan for both trainers and trainees as this helps keep everyone
motivated and to keep their eyes on the prize. These goals
should also be followed up on and reassessed to make sure
every trainee is on track with their training and is learning at the
right pace. However, Jan Waite also advises the trainer should
keep an eye on the big picture, making sure that any goals
set are in line with the overall goals of the business. The goals
should also fit the long-term plan of the trainee for their career.
For Janine at Mane, seeing her team succeed is the best thing
about training. She has been able to convince one of her team
members to get her QbyE qualification, and she also loves
watching her other team members gain competitive success.
As a new and different training salon, Janine also enjoys seeing
Manes methods recognised within the wider industry.
The benefits of training are clear. Setting up a strong training
plan leads to success for trainers, trainees, and salon alike. It can
be a large investment at first, but it will pay off, leading to longterm success for all involved.
It is clear that following this advice gets results. Our four trainers
have seen all their trainees succeed in the industry, whether that
be as successful stylists in New Zealand or overseas. They are all
successful, as they are now contributing to our industry in more
ways than they could've imagined, Julie Depree says.
Want more information? Take a look at our summary of why

training is crucial and what you can do develop it in your salon.
We have also got articles on communication and creating 2014
training plans, which you can find in this issue of Forma.

Top training in their salons has meant personal success for the
stylists and a sense of pride for the trainers. All four trainers
47
AIMEE PACKER
JULIE DEPREE
WHY IS TRAINING NECESSARY?
I. Training allows employees to be more independent, giving

trainers and managers time to focus on more urgent or
necessary tasks.
Training is essential in any work environment. It keeps employees

happy and engaged, and keeps your business up-to-date.
A. Staff who undergo training are more likely to stick with the
business. To retain the best staff members, you need to provide
training. This keeps staff members engaged in the business.
If you value your employees, they will value your business.
WHAT CAN YOU DO TO IMPROVE TRAINING FOR

YOU AND YOUR TRAINEES?
1. Make sure you provide quality training for all your employees.
This may mean spending more time and money, but it will be
worth it. Investing in quality training at the beginning means
less money lost over the long-term.
B. You will attract the best employees from the beginning.

As Janine Simons says, Our current generation are hungry
for training and want to be accomplished fast, and we have
to address that. Providing training will attract the staff you
want and encourage them to stay.
2. Provide the appropriate training for your employees. There

is no point in training an employee if it wont support the
business, or that isnt relevant to their job or the direction
their career is headed.
C. You will retain staff for longer. This benefits the business
because it means less time spent finding and training new
staff. Productivity is increased.
3. Focus on a wide range of skills. Team members need the

practical skills needed to perform their jobs, but they also
need training in communication, sales, and other areas
relevant to the salon.
D. Reduced costs. Less money is lost because of inefficiency or

accident. Staff are also better able to increase profits through
upselling products and services if they are properly trained.
4. Make sure everyone is committed to training. Trainers should

always continue to educate themselves, and have an extensive
experience in training. The employee is much more likely to be
invested if the employer is invested.
E. Having a strong training programme/plan/strategy means

you can afford to focus on hiring those with the attitudes
you want, even if they dont have the skills. You can then put
them through your training programme, giving you all-round
top quality staff.
5. Ask your employees what they want out of training.

This will make your staff feel more engaged in the business,
and make sure they are getting what they need. You can help
their goals and needs align with those of the business. This is
also a convenient way to solve any problems your staff have
with their current training.
F. Training sets the quality standard, both in your salon and in

the industry as a whole. As Julie Depree says As a trainer it is
my responsibility to ensure others aspire to, and uphold the
highest of standards. This trade is still in its infancy despite
being one of the oldest professions and we need to keep it
relevant in the modern world.
6. Make sure your salon is a pleasant environment to train in.

This can mean investing money in equipment, in improving
yourself as a trainer, or even dealing with any health and
safety issues. Good health is essential as healthy people
are more engaged and comfortable in their environment.
G. Ensure employee safety and health. Hairdressers are on

their feet all day, so they need to be taught correct posture
and other tips to make sure they dont strain themselves too
much. Hairdressing also involves work with chemicals and
sharp objects and close contact with other people. Handling
this correctly (by training your staff in how to do so) will mean
everything flows smoothly for your staff and your customers.
7. Set goals and offer rewards. This can be motivating for

trainers and trainees, and can also promote a healthy
attitude towards training.
8. Celebrate training achievements.
H. You can address any weak points employees have. This will
make your business perform better overall, and it will also give
you the ability to recruit based on attitude and commitment.
You can train your employees in particular skills later.
9. Ask others for help. As our trainers recommend, asking a

stylist you admire to teach you will improve your skills.
They can also provide training tips, which you can then
pass on to your trainees.
48
TOP TIPS FOR NEW MANAGERS AND LEADERS

Here are a few tips to avoid those common first time manager mistakes.
6. TALK TO YOUR TEAM
ou have been working hard. You are an expert, and

everyone knows how skilled you are at your job. Now
that historic day has come that the boss invites you into
the office. You get the promotion you have been working for.
Every person on your team will have a slightly different idea of

what your role should be and what you should be doing. Talk to
your team and nd out what they expect from you and explain
what you want from them.
Great news - right? You are now a boss/supervisor. You now have
people reporting to you and your entire working life is now about
to change forever.
7. LEAD BY EXAMPLE
Whatever is in the company's code of conduct rules or policies,
people will always learn what conduct is acceptable by your
actions. You have to demonstrate the behaviour you want from
your team. If you don't you will never be seen as a leader.
1. YOU ARE NOW BOTTOM OF A NEW LADDER

Leadership needs an entirely different set of skills to the one
you have now. Never think that promotion is the end of your
learning journey it's only just beginning.
8. UNDERSTAND THE ORGANISATIONAL CULTURE
2. REMEMBER IT'S NEVER ABOUT YOU
Every business has its own culture. It's essential to understand

what it is. Each company has policies of varying severity.
Get to grips with the feel of them so you don't accidentally
come across as too tough or too soft.
The old attitude of believing that a team works to support the

boss is outdated. The leader exists to ensure that his or her
team has everything they need, direction, a shared vision,
skills and resources.
9. BE PREPARED TO BE UNPOPULAR
3. ACCEPT THAT YOU WILL MAKE MISTAKES.
There will be times the needs of the business will conflict with
the needs of some individuals. Always explain your reasons,
people may not agree, but they will respect you. Remember
you can lead a team if people don't like you, but you cannot
lead if they don't respect you.
Nobody has ever started a new job and never made any
mistakes that includes you. The big difference is that this time
your mistakes are going to affect your team. Don't beat yourself up, just front up, apologise, learn from your mistakes and
become a better leader.
10. DON'T CHANGE WHO YOU ARE
4. HIDE YOUR FRUSTRATIONS
The most common mistake that new managers make is trying

to be someone else. Or trying to be the kind of person they
think a manager should be. One of the reasons you got this job
is because you are you. By all means, aim to be a better person
but don't stray too far from who you genuinely are.
The days of moaning about the boss, or even worse moaning

about colleagues, are over. You now represent the business
so everything you say will be seen as a business statement
regardless of its original purpose.
5. TALK TO YOUR BOSS

Talk to him or her and find out their expectations of you. How they
want to be updated? What their priorities are for the business?
If youre in a new business then you will have a new boss.
Take time to build a strong relationship with them.
49
THE HITO HAIRDRESSER IN

TRAINING PHOTOGRAPHIC
COMPETITION 2013
WINNERS ANNOUNCED
ORIGINAL MANNEQUIN
As well as celebrating the best trainers, tutors, training

salons, and apprentices, the 2013 Industry Awards also
gave HITO the opportunity to celebrate the winners of our
2013 HITO Hairdresser in Training Photographic Competition.
very entrant was given a photograph of a hairstyle which

they had to imitate to the best of their ability. Apprentices
and full-time students from across the country entered
the competition, and we had many high quality entries.
There were three awards up for grabs: Facebook Peoples
Choice, Awards Peoples Choice, and Judges Choice.
The Facebook Peoples Choice Award was won by Abbie
Harvey of Charlotte Dawn. Abbie was chosen by fans of our
Facebook page, who were asked to look at all the entries and
then like the one they thought was the best. Abbie was the
clear winner, with nearly 200 more votes than the photograph
in second place. It feels great to win, knowing that I have so
much support from work colleges, friends & family. It all means
so much to me, Abbie says. Her advice to anyone looking to
enter next year would be Make sure you have a plan. Practice
your cut on another dolly first. Do not be afraid to think outside
the box and add your own personal touch.
The Awards Peoples choice was judged by guests at the 2013
Industry Awards. This year, this award went to Shannen Moffitt
from Allure Hair Studio. This was the first competition Shannen
had ever entered, and she was over the moon when she
won. Shannen says the key to her win was lots of research
(in hairdressing magazines and looking at last years images)
and lots of planning.
ZOE LOVERIDGE JUDGES CHOICE WINNER
national certificate in
business
Level 3
SHANNEN MOFFITT AWARDS PEOPLE'S CHOICE WINNER
The Judges Choice Award went to Zoe Loveridge from the

Hairdressing College. Zoes photograph was selected by a
panel of industry judges as the image that best reproduced the
original haircut. Zoe was thrilled, as she had only being cutting
for six weeks before entering the competition. Her advice to
anyone who wants to enter would be to think outside the box.
Thank you to our sponsor, A Sharper Blade, who provided
fantastic prizes for our winners. An enormous thank you also
to everyone that entered and congratulations to the winners.
ABBIE HARVEY FACEBOOK PEOPLE'S CHOICE WINNER
50
SUCCESSFUL BUSINESSES NEED QUALIFIED PEOPLE

Do you want to run a successful business? Do you want to avoid the common pitfalls that many small businesses
have encountered? Then HITOs new business qualification is for you.
e have teamed up with the Open Polytechnic to

offer the National Certificate in Business (Level 3),
the perfect programme for anyone who wants to
become a successful business person in barbering, beauty,
hairdressing and beyond.
aspects to help bring your dreams of owning and running an

effective business to life.
HOW IT WORKS
The National Certificate in Business (Level 3) is done through
the Open Polytechnic. It has been specifically designed to be
delivered by distance learning, which means that you can fit the
study around your life. You will have access to tutors and other
students doing the same course.
This qualification begins the learning journey to improve your

understanding of how to run a business. Communication is a
central focus of the programme. You will look at how to make
sure your communication is right and will get you the best
results. It also deals with the critical decisions that need to
be made in the areas of finance, location and ownership.
WHAT ARE THE BENEFITS?

Improve your communication style in your personal and
business life.
People who complete this programme will be able to choose an

effective communication style that suits them and the people
they deal with to make the business run smoothly. They will also
be able to examine the best options for setting up a business
and ensuring its long term future.
Gain a better understanding of what makes a small

business tick.
Grow stronger relationships with your employees and clients.
Along with the required communication component, you can

choose one of two strands:
Build and maintain a positive working environment to help

your business run smoothly.
1. TEAMS AND LEADERSHIP
Build your confidence in being understood fully.
In this strand, you will examine the concepts of teams and

leadership in the workplace. You'll do activities that are designed to
help you integrate leadership theory and practices into your daily
personal and working life.
MORE DETAILS
The programme of study costs $995 (incl. GST) and you need
to complete the 42 credits over a period of no greater than
8 months. If you are already a qualified hairdresser or have
had a recent period of study, you may already have some
of those credits.
2. SMALL BUSINESS
In this strand, you will examine the concepts of setting up a
small business, identify opportunities and manage the financial
FOR MORE INFORMATION OR TO SIGN UP FOR THIS EXCITING NEW PROGRAMME, TALK TO YOUR HITO SALES AND LIAISON MANAGER.
51
GOOD COMMUNICATION MEANS SUCCESS

Clear and consistent communication is essential for making sure a business runs the best it possibly can. We spoke to
three trainers about why excellent communication is vital to them, how it works in their business, and their advice for
other trainers and business owners looking to improve their communication skills and techniques.
ROSEMARY CHALMERS, DOR HAIRSTYLISTS
they will communicate in various situations in the future to

get excellent results.
Communication in the salon is vital to its success and is one

of the core values of the DOr brand, says Rosemary Chalmers,
owner of DOr Hairstylists in Arrowtown. It is essential each
of us understands where every team member is, and the
work they are doing to ensure clients are receiving excellent
customer service.
This has been valuable in highlighting to apprentices the

ways that different clients and personality types communicate,
Rosemary says. We want ensure that all clients receive helpful,
timely, and professional service and the stylists day is organised
and structured.
DOr first realised the importance of communication when their

team grew in size. In a busy salon, Rosemary says, its vital that
team members know what they should be doing and where
they should be. That way, the service the customers receive is
top notch, and the salon runs smoothly.
Communication is essential to every team member at DOr,

but it is especially valuable for the new members of the team
(particularly apprentices). They need to understand how to
communicate with the other members of the team quickly
and efficiently, and how they can work seamlessly to provide
support to the senior members of the team, Rosemary says.
Apprentices come to work ready to learn, to be inspired and

empowered as creative young people
The results of quality communication are clear. At DOr, their

apprentices come to work ready to learn, to be inspired and
empowered as creative young people. They have ownership of
their role, and they understand what needs to be done, how to
do it, and where they need to be, says Rosemary. This avoids the
need for micromanaging, giving everyone the space to do their
jobs and do them well.
At DOr, training focuses on both verbal and non-verbal

communication. They hold team training every week (in which
every staff member participates). They play games and roleplay understanding body language. They walk through various
scenarios that have happened/may happen and discuss how
52
Apprentices come to work ready to learn, to be inspired and empowered

as creative young people.
GILLIAN TIPPETT, ZEALOUS HAIRDRESSING

AND BEAUTY THERAPY
Results of this training can be seen in the apprentices everyday

lives. Their ability to communicate serves them well in their
dealings with everyone, both at work and outside it. This is
useful for the staff, and it gives their trainers a sense of pride,
too. As Rosemary says, The best part of DOr is being a part of
developing young girls into women.
Communication is the hub of a salon environment and done

badly can affect everyones day the staff and the clients, Gillian
Tippett, trainer at Zealous Hairdressing and Beauty Therapy in
Hastings, says. The correct timing for appointments and accurate
communication with clients is essential.
And for other salons who want to improve their communication,

Rosemary has some advice. Make time for your team, she says.
Meet and talk, look at what youre doing well, and look at what
you want to improve. Listen [to your team] your team can be
the best or worst part of coming to work, so take the time to
understand one another and what you need and expect from
coming to work. And celebrate all wins!
At Zealous, they quickly learned the importance of in-salon

communication. This includes both verbal and non-verbal
communication, says Gillian. Learning to read body language
and peoples attitudes and feelings is just as valuable as
being able to talk to a client. When working with the public,
Gillian says, the team at Zealous learned quickly that proper
communication ensures the correct result.
I think you can get a sense of [great communication] from

the moment you walk in or even call on the phone, Rosemary
says. There is an ease, a grace that comes with excellent salon
communication. You know when its working because it all
looks seamless, but there is a lot of practise to achieve that
result. Good communication helps the salon run efficiently;
Great communication keeps our team culture and values at
the core of why we come to work.
Zealous has a particular focus on making sure their young staff

members are up to scratch on their communication skills.
They also watch communication between senior staff and any
issues are dealt with in a staff meeting or a one-on-one meeting.
53
If communication is clear between staff and stylists then there

are no surprises or mishaps.
Communication training at Zealous involves a few different

activities. Gillian works with the younger members of staff on
their listening and speaking skills, and on their ability to read
body language. She uses an active listening activity from
HITO, training on how to read body language, how to stand
and speak to the public (and when to speak to the public).
This ensures they are not mumbling on the phone or chatting
throughout a scalp massage. She also teaches them how to
greet clients when they arrive first impressions are crucial,
after all.
something that is drilled into staff from day one, and it's
something Amy says great employers or trainers should
drill into their staff, too.
It's one of the foundations of hairdressing, Amy says. Without
it, you wouldnt keep any clients, or any staff for that matter.
From day one, all apprentices at Synergy are taught the basics of
good communication. They start with how to communicate with
clients in reception and while shampooing a clients hair. Then
they move on to discussing colour work between apprentices and
stylists. This training continues throughout their time there, with all
staff taking part in communication training.
And the results of these activities?

The salon runs like a well-oiled machine, Gillian says. Clients
are happy and well taken care of. The seniors dont run behind
on appointments, and the clients dont ever need re-dos
because their consultations are thorough and effective.
There is one activity that Amy finds particularly effective.

Every week at their staff meeting, one staff member is chosen
to research a product brand and communicate what they have
learned back to the other staff members. This helps the staff
member improve their speaking and communication skills,
helps them gain confidence in the product and in selling it, and
helps other members of the salon learn about the product too.
Everyones aware of what is happening and where they need

to be, from the senior stylists to the receptionist. This means
the receptionist can also act as a more effective time-keeper,
reminding stylists when they need to move faster on an
appointment.
This, along with the other communication training at Synergy,

ensures the salon just flows better, says Amy. It makes for a
happier and easier environment if communication is clear
between staff and stylists then there are no surprises or mishaps.
Like DOr, the training the Zealous staff receive helps them in
other areas of their lives. From everything to finding a flat to
sitting their licence, the Zealous employees are more confident
and able to perform. They can represent Zealous positively and
promote themselves and their careers.
If communication is easy and open in a salon environment,

there is always room for discussion, Amy says. In our salon,
we always look to our apprentices for new and interesting ideas
about colouring. Having open communication allows them to
grow their creative skills they blow me away with their ideas
sometimes!
Theres no such thing as too much education, Gillian says.

Learn everything you can and try everything you can. Take on
the experiences you have when youre outside the salon and
look to others for any skills you can use
Amy agrees with Gillian and Rosemary: communication training

serves apprentices and other staff well in all areas of their lives.
I think it's a great tool to have in all aspects of your life, not just
your career, Amy says. It's such a basic but necessary skill
to have.
AMY SMITH, SYNERGY HAIRDRESSING

Communication is the key in any salon, Amy Smith, Salon
Manager at Synergy Hairdressing in Lower Hutt, says. Its what
makes the difference between a successful salon and a salon
that struggles.
Her advice for salons wanting to improve their communication?

Make sure you are always open to communicate with
sometimes, without realising it, people can be hard to
approach, Amy says. If we cant communicate, we cant teach,
which means no learning. And the day you stop learning,
or wanting to learn, is the day to put the tools down!
At Synergy, Amy says, no staff member is left to realise the

importance of communication on their own. Rather, it's
54
SO WHAT CAN YOU DO TO IMPROVE

COMMUNICATION IN YOUR WORKPLACE?
As our three trainers have said, strong communication is essential to running any business.
If youd like to improve your skills, here are some tips and advice for you.
START EARLY:
Start communication training from
the moment a new staff member
joins the salon. Basic salon skills
(like reception duties) often need
strong communication skills,
so teach those skills as you
teach the tasks.
SORT IT OUT FAST:

If there are communication
issues, address them as soon as
possible. One-on-one meetings or
team meetings are ideal for this,
depending on what the problem is.
This is also an opportunity for you
to improve your communication
skills as you communicate about
the issue with your staff members.
BRING IT TO LIFE:
Practise! There is plenty of
opportunity for this in the
salon, where communication is
vital. Watch your staff as they
communicate and give them
feedback on what they did well
and what they could improve on.
This will also give you some idea of
what areas you should focus on in
any training sessions you hold.
BE REGULAR AND CONSISTENT:

Have regular meetings and
training sessions with all staff.
As our trainers have said,
regular meetings are an excellent
opportunity to discuss ideas,
conduct training exercises (like
Synergys presentation exercise),
and resolve any communication
problems.
BE APPROACHABLE:
Make sure that, as an owner or
a trainer, you are available and
easy to talk to. This can be as
simple as letting your employees
know that they can meet with you
privately or discuss things at a
weekly team meeting.
ITS A 2 WAY STREET:

Ask your employees for
suggestions. The act of explaining
what you need help with improves
your communication skills.
It also gives your employees the
opportunity to discuss areas they
think need improving. If they see
their suggestions carried out, they
may be more open with their
suggestions next time around.
55
SET CLEAR EXPECTATIONS:

Train staff thoroughly in what is
expected of them. This means
everyone understands what
is expected of them, which
makes the salon run much
more smoothly.
PRACTICE EXERCISES:
Practice active listening exercises.
You can use the HITO Aquarius
Literacy and Numeracy Tool for
this. This is available from the HITO
website www.hito.org.nz/aquariusonline/ or on a USB stick that you
can plug into a computer. To get
the USB stick from free, speak to
your regional HITO manager.
ITS NOT JUST WHAT YOU SAY:

Focus on all areas of
communication. Both verbal
and non-verbal communication
are critical, so come up with
exercises to practise these.
OSCAR AND CO RAISING MONEY FOR CASPER
OSCAR AND CO WORK WITH CASPER
OSCAR AND CO. WORK WITH CASPER

Communication is not only important in everyday business, it could save a life.
studies have suggested that people will trust their hairdresser

over their doctor.
very year Oscar and Co. in Takapuna hold a Charity

Day in the salon. They book a full day of clients, and all
the proceeds from these clients go to a charity chosen
by Oscar and Co. This year, Oscar and Co chose to work with
CASPER (short for Community Action on Suicide Prevention
Education and Research).
Ive always been surprised that other companies dont have

closer associations with hairdressers, Gene says, we spend all
day talking to people and recommending things restaurants,
products, and clothes.
CASPER is a charity organisation that works to reduce the high

rates of suicide in New Zealand. One way they do this is by
training people in industries like hairdressing on how to help
clients who have had an encounter with suicide.
But CASPER did realise this and started approaching hairdressers

(and people like them). CASPER taught the team at Oscar and Co
what to say when a client broaches the subject of suicide, whether
the conversation is about the client themselves or someone
theyve lost. Equally importantly, CASPER also taught the team
what not to say. They also suggested organisations to refer clients
to for further advice and support.
For Gene Cooksley, owner of Oscar and Co, communication

(particularly on the issue of suicide) is extremely powerful.
Oscar and Co had their own insight into suicide, when a former
employee took his life.
Working with CASPER has been amazing, Gene says, we

had never had conversations about suicide before, and never
thought about what wed want to say. The way that people
have responded has been amazing.
It took me completely by surprise, Gene says, I had no idea he

was struggling. I always thought I would catch-up with him in
New York one day, he was so talented.
Oscar and Co. have noticed a vast difference in their

communication skills. They can communicate much better with
their clients on a range of issues, and repay the trust their clients
have in them with valuable advice. They recommend that other
salons get involved with similar organisations in their region.
Communicating with youth about this issue is especially

important for our industry simply because of the large number
of young people involved. Making sure these people are
comfortable enough to discuss their issues, and that they
know where to go for help, is vital, Gene says.
It was lovely to raise money and awareness, Gene says,

CASPER is a charity organisation, so if people can help them
and give donate money, I would absolutely recommend that
they should.
And hairdressers are perfect for this. Communication is already

a vital part of working in the industry, and on top of that research
coming out in recent years has identified hairdressers as natural
helpers. As someone who a client sees regularly and who they
trust, hairdressers are the ideal people to give advice. In fact,
IF YOU WANT TO KNOW MORE ABOUT SUICIDE IN NEW ZEALAND, YOU CAN VISIT THE WEBSITE FOR SUICIDE PREVENTION
INFORMATION NEW ZEALAND AT WWW.SPINZ.ORG.NZ
56
starting 2014
with a training
strategy in
your salon
What is it and why is it important?
SCHEDULING YOUR TRAINING STRATEGY
f theres one thing every salon needs, its a training strategy.

Training helps grow your business, keep up with the industry,
and keep your staff happy and engaged. A training strategy
helps organise these elements, and helps you decide which
direction your salon is headed in next.
The first step should be scheduling all important events in your

calendar. This will make scheduling training much easier.
SO WHAT IS A TRAINING STRATEGY?
Days open
Key information you need to compile in your salon

appointment book:
A training strategy is a document that identifies your salon

team members training needs over the coming year. It should
also identify how you think you will meet these training needs.
Your strategy should be clearly posted on your calendar and
delivered on schedule over the time period indicated.
Statutory Days (salon closed)
You should create your training strategy for the following year
in the last quarter of the previous year. You might well ask why
so far in advance? This is because your training calendar is a
necessary component of your appointment book, and needs
to be scheduled as such.
School holidays (you decide if training occurs in this time

or not)
Off Job Training days

Your preferred suppliers training schedule
Annual leave pre-booked
Other activities that require individuals to be booked out

Now you can schedule your training calendar more effectively.
Certainly nothing is 100% set in concrete, but if you prioritise
your training and book it then it can and will happen!
Education is the most powerful weapon which you

can use to change the world. NELSON MANDELA
57
LYNDSAY LOVERIDGE
CREATING YOUR TRAINING STRATEGY
The all-important question then is who will take the role of
Divide your team into:
Trainer? You can have more than one Trainer: remember, bitesize delegation means training need not be an onerous task,
STYLISTS
rather one to be enjoyed.
Senior
You should assign one trainer per group of people. Use the list
Young/Junior
above (of your staff members) to determine who is on your
COLOURISTS
team that needs training and divide them into groups.
NON HAIRDRESSING PERSONNEL

APPRENTICES
THE ROLE OF THE TRAINER
Year 1
Give each trainer a week to put together an overview of the
Year 2
training for the next year that their group will need.
Year 3
When do they see this happening?
GATEWAY/WORK EXPERIENCE
How do you see it working?
THE SALON OWNER/EMPLOYER/STYLIST
Is it in paid work time?
Here is an idea; involve a mix of your team in the planning

process and together look at your needs:
What of the trainer, are they paid? Are their target figures
Build a dream and the dream will build you.

ROBERT H SCHULLER
Do more than belong: participate.
reduced as they might not be able to work the hours planned?
Do more than care: help.
ESTABLISH THE ROLE OF THE TRAINER

CO-ORDINATOR AND THE TRAINERS
Do more than believe: practice.
The Trainer Co-ordinator will have responsibility for co-ordinating

all training that happens in the salon. They will organise when
this training happens, and who does the training. This is often
the salon owner, but it doesnt have to be.
Do more than forgive: forget.
Do more than be fair: be kind.

Do more than dream: work.
WILLIAM ARTHUR WARD
58
WHY IS TRAINING IMPORTANT?
Ours is a Fashion Industry: ever evolving. If you want to be

sure that your salon has longevity then keep up with trends.
Everyone benefits from training, if the training is designed with

them in mind.
Smart training: what can your chemical supply company

offer you? Supply them with both your training schedule
and the units of learning on the frame work: it is absolutely
possible to work as one when providing training.
T Teaching ensures you are current.

R Regular training sessions breed good habits.
A Attitude is infectious.
The secret in education lies in respecting the student and the

student respecting the trainer.
I Initiative is a fabulous character trait to be fostered.

N Never say never- always give things a go.
I In sync with the world around you keeps you fresh and
hungry for more.
The more that you read, the more things you will
know. The more that you learn, the more places
you'll go. DR. SEUSS, I CAN READ WITH MY EYES SHUT!
N Negativity is a sign of insecurity; breed a positive

learning environment in which people feel safe.
G Grow your skills and grow your client base.
TRAINING GUIDELINES
Training keeps you motivated for more, it puts the spice into
your working day.
Apprentices: weekly with a mix of training, practise

opportunities and COEs (collection of evidence the standard
which ensures the trainee is unit assessment ready).
Take the attitude of a student, never be too big to

ask questions, and never know too much to learn
something new. OG MANDINO
Senior Stylists: Practical Sessions every 6 to 8 weeks;

nominate how many of these they must attend per year.
Specialty sessions: up to 3 per year schedule March to
November.
SO WHAT MIGHT YOU NEED TO TEACH?

(USE THIS AS A CHECK LIST)
Competitions: Training needs to occur outside your trading

hours; be there for your competitors so that every hour in
training adds value.
Policies and Procedures

How to do things our way
Invest in your people: an Education budget should be at

least 2% of the individuals salary.
Life skills
Mentoring
Just as you keep an Annual leave log and a Sickness log for
each employee add a Training log; then when the budget is
used up consider asking your employee to contribute to the
training costs as well.
Buddy every trainee

Niche training: reception skills, dispensary skills, basin
skills, retail skills, client relations skills, apprentice year 1,2,3
hairdressing skills in support of their off job training
Creative training with your clients in mind
CONCLUSION
Colouring
Creating a training strategy is simple but worth it, and every

salon can benefit from having one.
Hair up/Wedding and Ball work
From years both in the industry and being involved in external

training, Lyndsay believes that salons who offer the right mix of
training programs for all staff tend to both attract and keep their
people for a considerably longer period of time. Also with the
training comes a strong sense of salon culture. These teams
display pride and a high degree of professionalism: definitely
valuable keys to success.
Whatever you and your team decide is appropriate for your salon
and your team is what you develop into your Training Plan.
SOME TIPS AND GUIDELINES WHEN DEVELOPING

YOUR PLAN:
Whats in it for me? -The catch phrase of the current
generation. Answer this and you will get their buy-in.
Think about this when creating your plan.
Make sure your training strategy works for you and your staff, and
that it is achievable. Once your training strategy does this, youll
be able to keep your staff happy and your salon current, and your
business will continue to grow and evolve well into the future.
Training apprentices is the responsibility of both the

Employer and the Off Job Trainer. Make sure the training
your apprentice needs is fully covered by both.
No one joins your organisation with a full skill set of your
Salons Expectations. This explains the importance of a clear
initiation session to your salon.
We now accept the fact that learning is a lifelong

process of keeping abreast of change. And the most
pressing task is to teach people how to learn.
Training keeps staff on the boil: it is most definitely, an

important part of keeping staff happy.
PETER DRUCKER
59
NOTICE OF ANNUAL GENERAL MEETING

OF THE
NEW ZEALAND HAIRDRESSING INDUSTRY

TRAINING ORGANISATION INCORPORATED
TO BE HELD ON MONDAY 17 MARCH 2014
Notice is given to the New Zealand Hairdressing Industry Training Organisation Incorporated (HITO) Board
and Members, that the Annual General Meeting (AGM) of HITO will be held on Monday 17 March 2014.
he meeting will take place at MACs Brewery

(Cable Room), Corner of Taranaki and Cable Street,
in Wellington commencing at 10.00am. Tea and coffee
will be available at 9.30am.
4. Representatives: Association Members, Education

Members and Corporate Members that wish to appoint a
Representative to represent them at the AGM must forward
in writing the name of their Representative, and who they
represent, to HITO CEO by 10am, Friday 21 February 2014.
The Key Tasks/Deadlines for the AGM are:
5. Attendees: Any other Members that wish to attend the AGM

must notify HITO CEO by 10am, Friday 21 February 2014.
1. Board Members: One Elected Board Member position

(currently held by Anne Millar) and one Appointed Board
Member position (currently held by Sharon van Gulick)
are up for election/appointment at the AGM. Any person
who wishes to apply for a position on the HITO Board
must complete the HITO Application Form Vacant Board
Member Positions (attached) and return it to Erica Cumming
(HITO CEO) by no later than 5pm, Friday 17 January 2014.
6. Proxy & Electronic Votes: The deadline for submitting Postal

and Electronic Voting Forms is 5pm Thursday 13 March 2014.
The Postal and Electronic Voting Forms will be supplied with
the AGM Agenda.
7. Proxy Forms: The deadline for submitting Proxy Forms is
9.00am, Monday 17 March 2014. The Proxy Form will be
supplied with the AGM Agenda.
2. Items of AGM Business: If the Board or any Employer

Member wishes to submit any proposed motions (including
alterations to the HITO Constitution) or other items of
business for consideration at the AGM these must be
received in writing by Erica Cumming no later than
10am, Monday 17 February 2014.
The Returning Officer for the AGM is to be confirmed on the AGM

Agenda. The AGM Agenda will be sent to the Board and Employer
Members no later than Friday 21 February 2014.
Address: HITO, PO Box 11 764, Manners Street, Wellington
Email: ceo@hito.org.nz
3. Delegates: Employer Members that wish to appoint a

Delegate to represent it at the AGM must forward in writing
the name of their Delegate to the HITO CEO by 10am,
Friday 21 February 2014.
60
HITO AGM TIMELINE 2013-2014

DATE
WHAT NEEDS TO BE DONE
WHO IS THE TASK FOR
Completed
Convene the Board Appointments Panel (BAP)
Board Chairperson
Monday 16 December 2013
Call for applications for the vacant Appointed Board Members

position and Elected Board Member position (at least 90 days
prior to the AGM)
Board Appointments Panel
Friday 17 January 2014
Closing date for applications for Board Member positions due

(at least 60 days prior to the AGM)
Members / Public
Friday 7 February 2014
BAP to notify the CEO of the Appointed Board Member to

assume office and its recommendations for the vacant Elected
Board Member position (at least 30 days prior to the AGM)
Board Appointments Panel
Monday 17 February 2014
Board and/or Employer Members to notify the CEO of any

items of business to be considered at the AGM, including any
proposed amendments to the Constitution (at least 28 days
prior to the AGM)
Board / Employer Members
The AGM Agenda to be sent to the Board and Members

(no later than 21 days prior to the AGM)
Agenda to include notification of the Appointed Board Member

and Board Appointment Panel recommendations for the vacant
Elected Board Member position.
CEO
Deadline for delegates, representatives and attendees to advised

the HITO CEO of their AGM attendance.
Members
Thursday 13 March 2014
Deadline for all electronic and proxy voting forms to be returned

to the HITO CEO
Members
Monday 17 March 2014
AGM (election of Elected Board Member)
Members
www.hito.org.nz/agm
61
APPRENTICES AT
NEW ZEALAND
FASHION WEEK
Four apprentices share their experiences at New Zealand Fashion Week
A MODEL FOR NOM*D
PHOTOGRAPHY BY OLIVER ROSE
62
SOPHY PHILLIPS
A MODEL FOR NOM*D
A MODEL FOR NOM*D

63
Working with different team leaders and stylists, youll always pick up different tips
and tricks. Even a basic ponytail can be done in a hundred different ways.
Sophy Phillips is no stranger to fashion shows. As an apprentice at Stephen Marr in Auckland, Sophy works on
upwards of ten shows a year, including New Zealand Fashion Week. She also works on many fashion shoots
more than fifty this year so far.
Nom*Ds show this year was Japan-themed. This meant

researching Japan itself, as well as the fabrics and shapes of
the collection. Sophys final look was a geisha-esque messy bun.
She created it by rough-drying the look with a lot of mousse,
back-brushing and piling the hair into loose buns at the pivot
points before integrating the front sections.
ashion work has always been a major part of Sophys

career. Starting out as a make-up artist, Sophy worked for
several years on shoots and shows before starting her
hairdressing training in 2010. Her work in make-up gave her
an advantage: she already knew how shoots and sets worked,
which made helping with hair work much easier. Her make-up
skills have also been an advantage in other ways as, of the fifty
shoots she has done this year, Sophy did both hair and makeup for about half.
Both Marr Factory and NZ Fashion Week were a unique

learning experience. Sophy has learned hundreds of different
tips and tricks from every show she has worked on and says
every show is a different experience.
Despite being new to the hairdressing industry in 2010, Sophy

began working on fashion shows and shoots from day one.
Sophy started her apprenticeship at Bettjemans, who have
a strong Fashion Week presence (as you can see from our
interview with Trent and Mitch, current Bettjemans apprentices),
and then moved to Stephen Marr. Stephen Marr maintains
several long-term relationships with designers, giving Sophy
plenty of opportunity to get involved in fashion work.
Working with different team leaders and stylists, youll always

pick up different tips and tricks, Sophy says, even a basic
ponytail can be done in a hundred different ways.
For those of you who want a career creating hair for the fashion
industry, Sophy has some advice. Go in with an open mind,
and listen and learn the whole time youre there. Its a different
skill set to the one you use every day in the salon, and bringing
those skills back into the salon can give your clients that
something extra. Its a great talking point and creates plenty
of buzz around you and your salon.
By 2013, Sophy was a regular at Fashion Week. This year

she worked on Coop by Trelise Cooper, the Underground
Collaboration Show, and Salasai, helping create looks designed
by the Stephen Marr creative team. For Sophy, being able to
work closely with her team was one of the best parts of
Fashion Week.
So what is next for Sophy? Well, more fashion shows and shoots
are certainly on the menu. Sophy and Stephen Marr have already
done three more shows since Fashion Week and they have got
many more planned. Theres also plenty of planning to do for
Fashion Week next year.
As well as working on Fashion Week, Stephen Marr also

run The Marr Factory, a weeks worth of shows with various
designers that runs the week before New Zealand Fashion
Week. One of these designers is Nom*D.
Sophy is also focussed on furthering her skills as a hairdresser.

At Stephen Marr, intensive training is strongly encouraged, and
Sophy intends to take full advantage of this to build tangible,
relevant skills that are applicable as a growing stylist in the
salon. Because of this intensive training, Sophy has been
considered a stylist since the beginning of the year.
Sophy had worked with Nom*D previously, designing the hair

for one of their campaigns. For Marr Factory, however, Sophy
had the opportunity to lead the hair design for their live show,
something she had never done before. Sophy worked closely with
Margi Robertson (owner of Nom*D) on every aspect of the show,
spending a lot of time researching the looks she wanted to create.
She still plans to continue developing her clientele in-salon

and improving her skills as a stylist, as well as completing
her National Certificate. She also plans to gain more beauty
qualifications in the future, all the while furthering her career
as a key member of the Stephen Marr Creative Team.
I wanted something that felt quintessentially part of the brand

look and feel, Sophy says, the hair needed to fit with the
themes of the collection and the fit of the clothes. I also wanted
it to move as the models walked.
64
SOPHY PHILLIPS CREATING THE HAIR FOR THE NOM*D SHOW AT MARR FACTORY
"The hair needed to fit with

the themes of the collection
and the fit of the clothes.
I also wanted it to move
as the models walked.
A MODEL FOR NOM*D

65
TRENT FLEET &

MITCH WILSON
MITCH WILSON AT FASHION WEEK
TRENT FLEET AT FASHION WEEK
66
It was crazy, and all go. It almost felt unreal. The adrenaline was amazing.
Every year, Bettjemans send a team to New Zealand Fashion Week. This year, Trent Fleet and Mitch Wilson were part
of that team. They shared with us what it takes to keep up at Fashion Week, and the greatest and most challenging
parts of being there.
or many years, Bettjemans has worked with designer

Trelise Cooper at NZ Fashion Week. This year was no
different, with the Bettjemans team creating the hair for
Trelise Coopers two shows.
of stylist and apprentices had just five minutes to change the

style over. At one point, some of the apprentices had to do a
changeover on their own, as there were no stylists available
to supervise.
Everyone gets to be a part of it, Trent says, everyone helps out,

working in teams made up of a stylist and several apprentices. Its
a great atmosphere and everything flows so well.
However, when asked, Mitch ranks this moment as one of

the best at Fashion Week. It was chaotic, but it was also the
pinnacle of Fashion Week, seeing the drive and energy of the
people around you.
This is a process that starts well before Fashion Week. First,

Trelise Cooper sends through her ideas and designs for her
collection. The team at Bettjemans then work with Trelise to
make sure the look fits with the designs she will be showing at
Fashion Week.
Both Trent and Mitch thrived in this chaotic atmosphere. Mitch

said it was very exciting out back [of the shows], and Trent
says It was so awesome, seeing the different atmospheres at
Fashion Week. It was crazy, and all go. It almost felt unreal. The
adrenaline was amazing.
From the beginning, the whole team is involved. Once they have
settled on the look, the team undertakes a series of training
sessions, making sure they know the look inside and out.
Fashion Week was also an opportunity to hone their practical skills.

Both Trent and Mitch say they rapidly improved their long hair-up
skills, particularly those involving GHD curls and braids. Mitch says
it was helpful to imagine how the final style would look.
Everyone bands together and works well as a team, but if you

arent a strong team you will crumble.
They also got to hone other skills. Mitch learned how valuable it
is to keep moving and keep calm (good advice in general), and,
above all, to keep breathing. Being able to think on the spot and
take surprises well was also an asset.
For Mitch, Fashion Week wasnt something he had ever thought

about doing. But Fashion Week is a significant part of working
at Bettjemans, and so he just fell into it. As Fashion Week
approached, Mitch saw the enthusiasm and felt the energy in
the salon. Now, he says it was a great experience, and he will
be back next year.
But out of all the things they learned, there is one key piece of
advice they would give apprentices about Fashion Week.
Of course, Fashion Week is not without challenges. For Trent,

the biggest challenge was never giving up on making the
planned hairstyle work. You had to follow the plan and make
the hairstyle work no matter what, Trent says.
Just get involved and get in there, Trent says, it's so easy to
feel like you cant do it and youre not ready, but just dive in.
And Mitch agrees. Do whatever you can to get involved, he
says. Working for free and even observing is such a thrilling
experience. Its a fantastic opportunity to see New Zealand
Fashion, and you never know where it might lead.
And this turned out to be a challenge indeed. The Trelise

Cooper show involved two different hairstyles, and each team
67
DANIEL MATENE
DANIEL MATENE AT FASHION WEEK

PHOTOGRAHY BY JULIE COOPER PHOTOGRAPHY
DANIEL MATENE
PHOTOGRAHY BY JULIE COOPER PHOTOGRAPHY
68
Time management was so important at Fashion Week.

Every second counts, so you have to be really organised.
Daniel Matene from Villa Hairdressing talks about his work with the Goldwell/KMS team at New Zealand Fashion Week.
"Being adaptable was also important," says Daniel, you had

to be prepared to start again from scratch if your work wasnt
going the way the design team had planned.
aniel Matene has been in the industry for four years,

working at Villa Hairdressing in Whangarei. He had
never been involved in Fashion Week before, so Daniel
jumped at the chance to support Goldwell/KMS at New Zealand
Fashion Week 2013.
Fashion Week was a real learning experience

Daniel learned how to be adaptable, have terrific time
management, and communicate well. His practical skills were
also tested.
At Villa, we use Goldwell/KMS products in the salon. They are

also a big supporter of Fashion Week, and every year they send
around an email asking for enthusiastic hairdressers to help
out on several shows. I put my hand up without any questions,
Daniel says.
Most of the looks I did were very clean and sharp so being
able to use a straightener was a big help. They give body,
texture, shape, flatness, smoothness and curl. They are very
cleverly designed contraptions.
Daniel had the opportunity to work on a series of shows with

the Goldwell team, including NYNE and The New Generation.
He also worked at the Goldwell/KMS stand, promoting the
company and performing hair demonstrations. It was a frantic
week, with the team (selected from salons across New Zealand)
constantly on their toes.
Back combing will never go out of use so knowing how to back

comb will surely save your behind, but the most important thing is
knowing your products! This will make or break any look.
Daniel also had some other advice for his fellow apprentices.
Knowing your products and knowing your tools were his
top two tips, but he also had a third tip. Daniel advised other
apprentices to have faith in yourself and your skills, and put
yourself in the limelight.
Time management was so important at Fashion Week.

Every second counts, so you have to be really organised.
This was especially important for Daniel and the Goldwell team.
Unlike Sophy Phillips from Stephen Marr and the team from
Bettjemans, the Goldwell team had no chance to work together
before showing up at Fashion Week. They had their hairdressing
training to fall back on, but it was very much show up and away
you go, says Daniel.
So what was the best part of Fashion Week? Just being around
such amazing people, Daniel says, you learn a lot without
realising it. I was so inspired by everyone at Fashion Week
everywhere you look there are people with stunning hair, makeup, and clothes. These people are me all over!
In this environment, communication and listening skills

were crucial. The Goldwell design team would show their
hairdressers the looks, after which they would complete the
looks on a live model. Listening and paying attention was vital.
And the most challenging part of Fashion Week? Leaving,

says Daniel, I cant wait until next year, and I hope the team
at Goldwell will ask me back!
69
It was an amazing experience, and a dream come true.
PETRA MILDON
Wellington apprentice Petra Mildon had the opportunity of a lifetime recently to work behind the scenes at one of the
biggest fashion events in the world: New York Fashion Week. Petra went to the city of dreams in September as part of
a team put together by Industrys Sara Allsop.
he worked on five shows in New York, the first of which

was for designer Lorry Newhouse. Newhouses spring
collection was elegant and sophisticated, and the hair
was styled in a natural, soft, low pony.
Bibhu Mohapatras spring collection was inspired by ballet, and

the hair was styled to look like a dancer in motion. Starting with
a tight bun on top of the head, lots of hairspray was used to lift
soft pieces into the air - creating the look of dancing in mid-air.
It was made to look like the model could have done it herself,
Petra explains.
This look was one of my favourites, it was so beautiful, Petra says.

Although this was Petras first international fashion week, she
has worked on Air New Zealand Fashion Week, Wellington
Fashion Week and Fashion in the Capital here at home, which
she says helped prepare her for heading overseas. She is also
part of the Industry team who travel around New Zealand and
Australia doing shows.
Soft, minimal-effort looks like this one were a key hair trend
seen on the New York runways this year.
Another show Petra worked on was LOVE by Diego Beinniti,
an Argentinian designer. This time the hair was styled in a
structured, messy, braided avatar look.
Working at New Zealand Fashion Week and at other shows

has definitely helped mould me, helped me to get creative and
to spread my wings, she says.
This was our time to get creative, Petra says. We could do

our own spin on the look while keeping within the style.
One of Petras favourite looks to work on was for designer
Sophie Theallet. The look for this show was a low, messy, wet
look bun. The team used lots of product to create the wet, justout-of-the-shower look, and pieces of fabric were twisted into
the bun for a colourful edge.
She also attributes her apprenticeship at Buoy with helping her

to grow as a stylist.
Being in the salon keeps me grounded, she explains, and it
has helped shape me into who I am today.
It would be a dream come true for Petra to continue working
the international fashion week circuit, and she hopes the
contacts she made in New York will help her get there.
This was another chance to get creative with the fabric and
choose our colours, says Petra. The look was beautiful.
Petra was thrilled to find that images of her working on this show
were published in the New York Times, both online and in print.
The Americans we met love New Zealanders, she says. We met

some really great people and did lots of networking.
This was a highlight! she says.
If you are an apprentice who wants to work in fashion too,

Petra says the key is to be driven.
Working on Indian-American designer Bibhu Mohapatras show

at the Lincoln Centre was another high point for Petra. While
working in one of New Yorks most iconic venues, she suddenly
realised that she was in the middle of one of the biggest fashion
weeks in the world.
If thats what you want to do, put yourself out there.

Enter competitions because that is how you will get known.
You need to be extremely driven and go after the dream.
People were going at 100 miles an hour. Paparazzi was coming

in and out. Theres nothing like it, she says. Its on another
spectrum to New Zealand.
70
PETRA'S WORK ON LOVE BY DIEGO BINETTI,

HAIR LEAD PHILLIP BARWICK
71
MEL AND THE STAFF AT CHAIRS
MEL WOODMASS' ADVICE FOR

MAORI & PASIFIKA PEOPLES
For Mel Woodmass, owner of Chairs salon and tutor at The Hairdressing College, her 25 years in the hairdressing industry
have been the most stimulating of her life. She shared with us her experiences as a Maori woman in the industry and her
advice for other Maori and Pasifika people looking to pursue a career in hairdressing.
less than hard work, dedication, and outstanding achievements

from her apprentices.
oday Mel is the successful owner of Chairs Hair Design,

hairdressing industry assessor, and tutor at The Hairdressing College. Her journey to success has been a
long one, starting when Mel was only 9 years old. The auntie
she was living with at the time, tired of Mel chewing on her hair
as well as her food, grabbed her hair into a ponytail and cut it
short. Mel walked into a local salon to get it fixed, and as she
says walked into her career.
Mel completed her qualification and then, at 21 years old,

bought Sidneys salon from her. Twenty-one years later, Mel
still owns that salon, and Chairs (the salon) is still going strong.
Hairdressing was calling my name.
At Chairs, apprentices are an essential part of the salons

culture. Apprentices are the backbone of my business, and
theyve come from different backgrounds and are all different
ages, Mel says. So far, 15 apprentices have completed their
qualification, and three of the stylists went on to buy their
own salons.
Mel was brought up in the small of town Foxton, in the

Horowhenua region. Sidney Gilroy owned three salons in the
area, and it was her who gave Mel the key to the hairdressing
world. Mel cites Sidney as her main source of inspiration
she took Mel on as an apprentice, and expected nothing
Training quality hairdressers is important to our industry.

Trainees who are trained and qualified to a high standard
ensure growth and consistency in hairdressing. I wanted to
contribute to this growth and enable hairdressing to continue
developing in the future.
The look of the salon, the stylists, the constant talking, the
changes the customers underwent all inspired me, Mel says.
72
"Apprentices are the backbone of my business."
As well as taking on apprentices at her salon, Mel also supports

trainees in other ways. In 2000, after seeing the support she
gained from HITO for her apprentices, Mel became an industry
assessor. This was a fantastic opportunity for Mel, allowing her
to understand the hairdressing unit standards better.
This experience allowed her to develop her teaching career,
and Mel took up a tutoring position at The Hairdressing
College in 2007. Mel worked part-time at the College and parttime at Chairs, allowing her to focus on training a variety of
hairdressing trainees.
Im honoured to witness so many of these amazing people
achieve the best hairdressing certificate in the world, Mel says.
To be part of their training, even only a small part, has given
me a sense of purpose in my career.
In 2013, Mel was able to expand her teaching career yet again.
She was given the opportunity to teach a government funded
scheme for youth (under 18) and young people over 18 through
The Hairdressing College. This has been a challenge, Mel says,
but it has also been greatly rewarding.
MEL WOODMASS AND HER STUDENTS
Mels focus has been on helping apprentices of all backgrounds

perform to their full potential. Within the past two years, however,
Mel began to consider the importance of targeted education for
Maori and Pasifika students. As someone who was supported
throughout her early life and training, this was never an issue for
Mel. But she began to realise the importance of this when she saw
that Maori and Pasifika students were not embracing the potential
they have to become great hairdressers.
over it has helped with their growth. She hopes to provide

continuing support well into the future. Mel would like to see
more focus on continuing professional development.
This path may be hard, but rewarding once completed, Mel
says. It gives the student a strong sense of confidence and
purpose as they move through their careers.
Mel has advice for trainees and trainers, Maori, Pasifika, Pakeha,
and everyone else in the industry. For Maori and Pasifika
trainees, Mel says: Get past the shyness, embrace the advice
you receive, and believe in yourself. Bring out the goodness
within you, share what you know and can do and take your
ability to the world.
I wanted to encourage them by being a role model and also

being someone they can relate to and understand, Mel says.
This is very important in training as students need to feel
supported, and sometimes guidance from a like-minded tutor
is essential.
For trainers, Mel advises them to do their best to bring out

these qualities in their trainees. She also advises them to share
all their experience, give them options, and evaluate their
understanding and progress regularly. And when they reach
their goals, Mel says, make sure to reward their progress.
Since this realisation, Mel has been involved in several targeted

education initiatives for Maori and Pasifika. There are several that
she has considered highly effective. One is a government funded
programme run by The Hairdressing College for youth (under
18) and young people over 18. The programme has an 80%
success rate for getting graduates into further training. Mel also
supports the literacy and numeracy programmes available (like
HITOs Aquarius programme). They help fill the gaps in students
knowledge that often hold them back from succeeding.
And for trainees everywhere, Mel has this to say. Listen to

advice, practice, and watch, ask questions, practice again, listen
and achieve.
Mel feels that she is the luckiest person in the world to have had
such a successful career in hairdressing. She hopes to continue
surrounding herself with the best hairstylists, trainers, and
mentors, and continue to support all trainees far into the future.
Mel also hopes that her personal support of her students is

helpful. She believes that sharing her unique experience and
successes with them and advising them to stand up and get
73
JAMES ROONEY AND GRACE MARIU TRAINING
JAMES ROONEY
FROM PREMIER HAIRDRESSING ACADEMY
E nga- karangatanga maha puta noa i te motu, piki mai, kake mai!
We talk to James Rooney, OJT tutor and Cultural Manager for Premier Hairdressing Academy, and some of his students,
and we chat about their challenges and successes as Maori in the Hairdressing Industry.
programmes at Premier, to show that Maori and Pasifika can

achieve within the existing education system.
f you're a HITO apprentice in the Wellington region, chances

are you are familiar with Premier Hairdressing Academy.
As well as offering full-time courses, Premier also handles
much of the Off Job Training for apprentices in the region.
48% of trainees at their Lower Hutt site are Maori.
Premier realised there was a shift in thinking and behaviour,

the result of which is higher participation in high quality and
culturally relevant vocational training. By including Mori
values and kaupapa ideas into the training programme, Mori
& Pacific Islanders have a better relationship with education.
They can build their self-worth and increase their desire to
succeed, says James.
Premier is also heavily invested in Maori and Pasifika

achievement in the industry, which is where James Rooney
comes in. James is the Cultural Manager for Premier as well
as being Site Manager in Lower Hutt. James role at Premier is
to develop authentic and meaningful teaching and learning
resources by including Mori & Pasifika values and ideas in
their existing training programmes.
Building this desire to succeed is critical to all areas of industry.

The evidence of this comes from the testimonials of Mary
Andrews and Grace Mariu, trainees who have spent time
at Premier. Mary is an apprentice and an Off Job Trainee at
Premier and Grace is a student there.
This means creating programmes that actively engage with

Maori and Pasifika students and their values. It also means
encouraging participation in events such as Maori Language
Week, which is a big part of studying at Premier. James
designed Mori Language Week, as well as other events and
Ive been in the hairdressing industry for three and a half

years, Mary says, during that time I have felt disadvantaged
because of my culture. This I believe stems from years of
74
With a little support and encouragement we can achieve and be proud of it.
We can be proud of ourselvesand add to our self-worth and identity.
MARY ANDREWS
conditional thinking carried through generations to our present

time. Mary feels there is not much support for Maori in the
industry. However, she believes this is changing, with more
Maori-owned salons opening and more Maori training in
the industry.
The results are clear: both Mary and Grace are actively engaged
in their training. Mary credits Premier for making her a successful
young hairdresser and proud to be Maori.
With a little support and encouragement we can achieve and
be proud of it. We can be proud of ourselvesand add to our selfworth and identity.
There is also a government initiative to support this achievement.

The Mori and Pasifika Trades Training initiative states the key
to New Zealands economic success is in raising the skill levels
of Mori and Pasifika peoples. It also involves developing new
approaches to engage and support these students in tertiary
education. The aim is to enable more Mori and Pasifika learners
to earn trades apprenticeships and qualifications.
And Grace agrees, saying For me, Premier has made me feel
comfortable about being Maori and expressing myself as a Maori.
There are three Maori tutors who always make me feel like Im part
of a family. They have helped me strive to be the best I can be.
Also talking to Hakopa (James) makes me grateful that I can speak
my language. I am proud to be Maori.
Much of James work with Premier can be used as an example

for the wider industry on how to engage these learners. James
speaks Maori with his students, and instructions are written
in Maori, Pasifika, and English. Maori Language Week is also
celebrated.
He Maori tonu ahau, whaia te iti kahurangi me tuohu koe ki te

maunga teitei. Kia ora mai ttou katoa. Grace says, I love being
Mori, I strive to be the best I can or the highest I can.

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I MY APPRENTICESHIP
AMANDA PUGH AOTY MIDLAND REGIONAL WINNER
I MY HAIRDRESSING APPRENTICESHIP
Amanda Pugh, Hair Affair in Putaruru.
manda is in the last year of her apprenticeship at

Hair Affair Putaruru. She loves everything about her
apprenticeship.
look good really makes people feel so much better, and I love
that! I also love learning new things. With hairdressing, there are
always new things to learn, whether you've been doing it for
3 months or 30 years.
Amandas commitment and love for hairdressing has more

than paid off: she is the HITO Midland Regional Apprentice
of the Year for 2013.
Mana Dave is my hairdressing idol. He started off as an

apprentice and look how well-known he is. He gets to travel, do
heaps of competitions, owns his own salons, and trains others:
amazing. I've just been awarded the Midland Regional Winner
of Apprentice of the Year title for this year, so I get to spend a
weekend full of workshops with him. I couldn't be more excited!
I've always wanted to be a hairdresser, no doubt about it. I was

lucky enough to get an apprenticeship in my little hometown
Putaruru. My boss saw my true passion I have for hairdressing,
and I'm so grateful she gave me the perfect opportunity!
I wanted to do an apprenticeship because that's the most
hands on way to learn to be hairdresser; you get one-on-one
training. You also get to interact with clients and gain practical
experience while you learn.
My advice to anyone who wants to be a hairdresser is dont

give up! It was 5 months after I handed my CV in to my salon
that I got the job, so keep trying and put in 120% effort.
Hairdressing is hard work. If you can prove that you're willing
to go that extra mile, someone will see your passion sooner
or later!
I love making people happy. Seeing how much people's spirits

are lifted when they leave the salon is such a fantastic feeling,
especially if they're having a terrible week, a lousy day or a
rough patch in life. Something about having your hair feel and
76
I MY APPRENTICESHIP
BAYLEY SAYERS
I MY HAIRDRESSING APPRENTICESHIP
Bayley Sayers, Evolve Hair Lounge in Whitianga.
attend the Gateway programme at a local salon in town! A big

inspiration to me was my grandmother, who was a hairdresser
and owned her own salon! I have some of her old equipment
which I like to always keep with me. It makes me feel she's near.
ayley Sayers is a third year apprentice at Evolve Hair

Lounge. She has always loved hairdressing and often cut
her classmates hair in school. She was given the perfect
opportunity to turn hairdressing into a career when local salon
Evolve offered her an apprenticeship in her last year of school.
An apprenticeship is a fantastic way to earn money while youre

learning and gaining your career! Plus there are no loans to
pay off at the end - a major bonus. I love the whole fashionable
side of it and making people feel great. Having your hair
done always makes you feel good and gives you a boost of
confidence! Plus you get to chat with real life clients rather
than working on mannequin heads. The overall experience
is awesome!
Bayley loves the creativity of hairdressing. She plans to travel

around the world and gain hairdressing experience in various
countries before returning home to New Zealand and opening
her own salon.
I was always into having my hair done and doing my friends
hair through high school. In the last year of school I decided to
77
STEPHANIE'S BEHIND THE SCENES WORK. PHOTOGRAPHY- ALICIA SCOTT FOR FOTOGRAFICA
DYNAMIC DUO TAKING THE

COMPETITION WORLD BY STORM
Stephanie Scott and Liam Northcott are two apprentices
taking New Zealand and the world by storm.
78
Enjoy it and dont stress. We all make mistakes. Just keep going and aim high.
The vibrant and hard working pair from Frenz Hair Design in Raumati Beach have placed in many different competitions
this year, receiving regional and national acclaim for their work.
oth Stephanie and Liam took part in the nationwide

Wella Trend Vision photographic competition recently
where they won second and third place respectively
in the apprentice category. On top of that, Stephanies entry
also received a Judges Recognition award in the young talent
category.
Both Stephanie and Liam thoroughly enjoy expressing their

creativity through competition work. When it comes to preparing
for a competition, both apprentices say they are able to glean a lot
of creative inspiration from Ivan.
Hes an incredible mentor, says Stephanie.
They also find ideas and creative inspiration from looking online,
looking at what is happening in the international hairdressing
scene and checking out what is being featured in magazines
such as Headway.
The duo also entered the exciting and pressure-filled Wellington

Regional NZARH Competition this year. Liam entered the Urban
Cut category and was awarded third place, while Stephanie
won first place in Urban Day Style and third place in Urban
Night Style. It was Stephanies first time entering the regionals
and she says she found this competition to be quite different
from doing photographic competitions.
I also like to look at what celebrities are doing and put my own
twist on it, says Liam.
For Liam, the thing he enjoys most about being involved in
competitions is meeting other passionate people and seeing
their remarkable work.
I thoroughly enjoyed the excitement on the day; the atmosphere

is amazing. Its rewarding to see all the hard work you have done
come together on the day, she says.
There are some incredibly talented people in our industry,

he says.
On top of these wins, the dynamic duo were both finalists in the
Central region for the HITO Apprentice of the Year competition.
They also appeared in this years Just the Job hairdressing
documentary on TV2. Liam also features in HITOs recent
apprenticeship campaign, Make It Hair.
If you want to try your hand at hairdressing competitions too,

Stephanie advises to speak to someone who has entered
before, make sure you know the categories and, most
importantly, have fun!
Ivan Shew, owner of Frenz salon, says he is extremely proud

of his apprentices achievements.
Enjoy it and dont stress. We all make mistakes. Just keep going
and aim high.
They have both had an amazing year, he says. Im lucky to have

two apprentices at once who have such flair and enthusiasm.
They feed off each other and work together really well.
79
CLOSE-UP OF CHLOE'S
WINNING LOOK
chloe hegan
makes it big
in australia
We talk to Chloe Hegan about her overseas
hairdressing success.
CHLOE HEGAN
80
It has been a while since weve seen Chloe (former

Southland Hairdresser of the Year). Since completing
her apprenticeship she has moved overseas and has
been achieving a lot, so we thought wed catch up and
see how things are going.
CHLOE HEGAN'S WINNING LOOK FOR

VICTORIAN HAIRDRESSER OF THE YEAR
hloe Hegan had her first taste of the industry at a salon

in Invercargill, Karma. For over a year, she worked after
school at Karma, before deciding to leave school and
start her training at the Southern Institute of Technology.
little hair crazy. There was a lot of preparation work to do, with
Chloe working in the salon lightening, colouring, re-colouring,
cutting, and shaving the hair on her models to achieve her
look. Chloe was lucky, however: at Chumba, she works with
a team of award-winning hairdressers, and they all gave her
advice on competing. And it was all worth it on the day, with
Chloe placing in every section she entered and winning the
overall IHS Victorian Hairdresser of the Year award.
The amazing team at Karma inspired me with the endless

opportunities a career in hairdressing had to offer, Chloe says.
I never felt like I found hairdressing but that it found me.
Eventually, Chloe returned to Karma, completing her
apprenticeship with them in 2011. Karma has a reputation as
a successful salon, with some of their employees winning
competition titles. And Chloe only added to this reputation,
taking out the Southland Hairdresser of the Year title in 2012.
Seeing all my hard work pay off was such a relief, Chloe says.
[Winning the award] was an excellent opportunity to make my
mark on the industry in Melbourne. It has opened the door to
many more opportunities.
For other hairdressers looking to succeed in competition work,
Chloe has some advice: Plan meticulously, and practice over
and over again, she says. Constantly have a mood board
going, and add to it daily this will stop you straying too far
from your original inspiration.
High on the success of her competition win, Chloe headed

off to Australia. Eventually, she took up a job at Chumba
Concept Salon in Melbourne, another salon known for its
fashion and competition work. This, combined with Chloes
love of competition work, meant it was no time at all before
she was back on the competition circuit.
For Chloe, this is just the beginning. Since moving to Melbourne,

Chloe has presented on the launch pad stage at Hair Expo
in Sydney (alongside Chumbas Young Guns), and taken part
in Kaleidoscope, Chumbas Look and Learn show. She also
taught alongside Chumba team members Belinda Keeley and
Christopher Gratton for Ozdare (a product company).
Competition work is what find most exciting about the industry,

Chloe says. It's a chance to put all your skills, creativity and
knowledge together to create your own masterpiece.
Her training and competition experience in New Zealand put
her in good stead overseas, providing her with the skills to
win the IHS Victorian Hairdresser of the Year Award for 2013.
Education has always been a long-term dream of mine,

Chloe says. This small taste has left me hungry for more.
There have been countless times when Ive found myself

thankful for the quality of training we have in New Zealand,
Chloe says. There has been no element of hairdressing here
that I dont feel competent in.
And if all goes to plan, more education will be in her future:

long-term, Chloe hopes to do education and platform work.
She also plans to continue her fashion work: this year Chloe has
already created a photo shoot for the Australian Hair Fashion
Awards Avant Garde Hairdresser of the Year. Chumba also
takes part in over 20 photo shoots per year, giving Chloe plenty
of opportunities. She has also applied to be part of the FAME
team, who will travel overseas for fashion shoots and to train
with Angelo Seminara (Creative Director for Davines). She will
find out whether she has made the team in April next year.
Chloes previous salon, Karma, is successful in the NZARH

competitions every year. Chloe feels their expertise that helped
her win both at home and in Australia. Also, unlike competitions
in New Zealand, Australian hairdressing competitions do not
involve competing on the floor. Being used to the stress of the
competition floor in New Zealand and being able to prepare
before meant Chloe was more relaxed on the day, allowing
her to compete successfully.
But Ive got so much to learn and enjoy in the meantime,

Chloe says. And no matter where I end up, my number one
goal is to be known for the high quality of my craft that I do
everything, and I do it well.
Preparing her work earlier was a challenge, however, Chloe

admits, because she mulled over her looks until [she] turned a
81
AN APPRENTICE GUIDE TO MANAGING MONEY

No matter what your income, everyone needs to know how to budget and manage your money well.
and bought her own salon at the age of just 23. This year
she won the Fudge Boutique Salon of the Year at the HITO/
Kitomba/NZARH Industry Awards.
aewyn Fox, CEO of the New Zealand Federation of

Family Budgeting Services, says budgeting is all about
spending less than you are earning, no matter what
your income is.
Dorien has had to make some wise choices with her finances to
get to where she is today, including sticking to a realistic budget.
The theory isnt rocket science; its the practice that

is difficult
When youre an apprentice you need to stick to what you

need, not what you want, she advises.
As an apprentice on the training wage, it is especially important

to budget your money to pay all of your expenses. We know
many apprentices find it hard to get by on a lower income
when there are rent and bills to pay. If you are feeling this way,
then its time to get your finances under control. This can take
a load off your shoulders and let you focus on being the best
apprentice you can be.
Keeping a students mind-set is something that actually helped

Dorien to get through her apprenticeship without getting
into debt.
Realise you are technically a student, and you are studying to
gain a qualification recognised internationallyI had to make sure
my mind frame was that I was a student and that I was lucky to
be getting paid for studying. Its a convenient way to look at it.
Most students have to pay for their education. As apprentices, we
actually get paid. Even though it is not a lot of money, it is better
than having to pay for it! And remember its not forever; the three
or four years of your apprenticeship goes by really quickly!
BEEN THERE DONE THAT

Dorien Van Den Berg (you can read more about Dorien and
her journey on page 38), owner of the award winning Jomp
salon on the Kapiti Coast, has learned a lot about managing
money on her journey from successful apprentice to successful
business owner. Dorien completed a HITO apprenticeship
If you are struggling, Dorien believes there is always something

extra you can be doing to help yourself get by.
82
If you find yourself complaining about your income, then go

do something about it. There are ways to make more money,
she says.
When Dorien was an apprentice she worked other jobs as well
to make sure she had enough money to live comfortably.
I waitressed in the evenings, and I also worked in a fish and
chip shop on Sundays. I only did these extra jobs in the first
two years of my apprenticeship, after that I started to earn
more money in the salon I was working in. It was hard work,
but I had plenty of money to live on.
You can also ask your boss for extra work in the salon, such as
cleaning the floors in the weekends. Then you can start using
the skills you have gained in your apprenticeship to do your
friends and familys hair.
Do not ever do this for free! Dorien advises. Charge some
money for doing their hair as this is another way you can help
support yourself financially.
DORIEN VAN DEN BERG
BUDGETING
Step two
A budget as a plan for the money you receive and

how you spend it.
The next step is to work out your weekly spending. Remember

that for a budget to work, the information needs to be accurate
and complete, so dont forget to include little things like your
bus fares to and from work or money for parking. Your budget
also needs to be up to date.
Lets look at the steps to creating your own personal budget.

You may have a budget in the back of your mind, but Raewyn
from New Zealand Federation of Family Budgeting Services
says that budgeting like this is too vague.
Check it regularly to make sure it is working for you. Change it,

if it isnt! says Raewyn.
Write it down so you can refer to and reflect on it, she explains.
Split your weekly expenses into categories so you can see how
much you need to spend in each area. Your categories might
include:
Its also vital to be honest when making your budget.

Dont leave out money for cigarettes out of the budget
because you wish you do not smoke. Be honest, or your
budget just will not work, says Raewyn.
Rent/board
Food (groceries)
Check out our three steps to making a budget that works:
Transport
Step one
Utilities (power, phone)
The first step is to add up how much your weekly spendable

income is. This is the amount you get into your bank account,
after tax. Your income might come from a few different places like:
Personal care (including clothing)
Your weekly pay packet from your job (what you take home
after tax and other deductions such as Kiwi Saver have been
taken away)
Debt repayments
Entertainment
Donations (church, charity)
Savings
Now its time to allocate an amount of money to each category.
Some of these amounts wont be flexible. For example, if your
weekly rent is $150 then you will need to allocate this amount
to the rent category of your budget. For other categories, like
entertainment or savings, you will decide how much money
you genuinely need to allocate.
Benefits or other Government support (e.g. the

accommodation supplement)
Assistance from your parents or other relatives
Other income
Add these amounts together to get your total weekly income and
record all this information in your budget. You can use the budget
table that we have provided, create one of your own, or use one
from www.sorted.co.nz or www.familybudgeting.org.nz.
Record this information on the budget table you are using.

Note: When you are working out your weekly spending we
recommend going through your internet banking, or your
83
receipts, to see where most of your money has been going

each week. It can be eye-opening to realise how much money
you spend on unnecessary things like eating out, for example.
Once you are aware of areas where you are overspending
then you can start cutting back.
We recommend setting up automatic payments for things that

need to go out every week, like rent or board. The payment will
go out without you having to worry about it.
If you find it difficult to stick to your allocated spending money
for entertainment and eating out, a good trick is to withdraw
this money in cash to use for the week. It helps you to actually
see how much you have left to spend instead of just swiping
your EFTPOS card and hoping for the best.
Step three
The next step is to see if you have a surplus or a deficit from
your budget. You work this out by finding out what your
income minus your spending comes out to.
When Dorien (above) was an apprentice, one way she stuck

to her budget was by having different bank accounts with
different specific purposes.
Income Spending = Positive number

$1000 $800 = $200 = a surplus
I had a bills account which included food, power, rent, gas,

a fun account for clothes and personal items, and I had a
savings account which was for car warrants, registration and
unexpected bills. This would leave no money in my account at
the end of the week. Being an apprentice will never mean you
can save a lot or splash out. This is just something you have to
accept. Remember, you are going to get better money once
youre qualified so its not forever.
For example, if your total income for the week is $1000 and
your total weekly spending is $800, then you have a surplus
of $200 ($1000 - $800 = $200). A surplus means extra money
over and above your regular expenses. The aim of a budget is
to try and make a surplus, so well done! With this extra money
you should start a savings account or put more money into
debt repayment to clear any existing debts faster.
Income Spending = Negative number
$1000 - $1300 = - $300 = a deficit
To make your budget work, you will need to be committed.

The benefits are worth the effort. You will feel in control of
you money and this will take a lot of stress off your shoulders.
You will get out of debt faster and start saving towards your
goals, like a holiday or owning your own salon.
For example, if your total weekly income is $1000 but your

total weekly spending is $1300, then you have a deficit of
$300 ($1000 - $1300 = -$300). A deficit means the amount
you are spending is more than your income. If you have a
deficit, go back to your budget and see where you need to
cut back. Maybe you dont need to have as much money for
entertainment, or you could start taking your lunch to work
instead of buying it from a caf. Small changes can add up.
EVERYTHING YOU NEED TO KNOW ABOUT

GETTING INTO DEBT
Getting into debt is easy, but paying it back is

much harder.
If you are already stretching your income as far as it can

go, you may want to contact Work and Income to find out
what extra help you could be getting. The accommodation
supplement, for example, is a benefit that some apprentices are
able to get to help with the cost of living. You can visit the Work
and Income website at www.workandincome.govt.nz to find out
what you are eligible for. As Dorien Van Den Berg mentioned
above, you may also want to work more hours or consider
taking up another part time job to help support yourself.
Borrowing money is called getting into debt. There are lots of

ways to get into debt, whether its a credit card, an overdraft
on your bank account, a hire purchase, a car loan, or a student
loan. Getting into debt is easy, but paying it back can be much
harder. Often the original amount will grow in size from interest
and fees, so its best to pay any debt off as quickly as possible.
If you can wait, saving up for something is cheaper and more
satisfying.
MAINTAINING YOUR BUDGET
If you are thinking about getting into debt, first decide whether
or not its necessary. Ask yourself:
To make your budget work, you will need to be

committed. The benefits are worth the effort.
Do I genuinely need this thing I am buying?

If so, do I need to borrow money or
Now that you have your budget up and running, the main thing
is to stick to it!
Could I wait and save up for it instead?

If you can wait, it will cost you a lot less over time. Getting a
mortgage to buy a home or paying rent are necessary kinds
of debt. Its not wise to get into debt for things which have no
financial value after you pay for them, like a night out, another
new pair of shoes, or a holiday abroad.
Sticking to a budget takes discipline and courage, says

Raewyn. If youre struggling to keep to your budget, youre
trying to spread your income too far. This means either you
need to:
1. increase your income - more hours or maybe a second job or
If you have some debts already, make sure you add weekly
debt repayments into your budget. If you have a surplus of
2. decrease your expenditure.
84
money, its a smart idea to put this into your debt repayment
too so you can pay off your debts faster and save money
on interest.
WHY WE HAVE TO PAY TAX

In New Zealand, its law for people and organisations to pay tax.
The Government uses our taxes to benefit the New Zealand
community by funding areas like education, hospitals and
healthcare and roads. We all benefit from these things, so
everyone contributes through paying tax.
SAVINGS
Even when you are on a low training wage, saving is an excellent
habit to get into. Sorted.co.nz says that learning to be a regular
saver is a big step towards getting your finances under control.
Saving takes discipline, but if you truly want to do it, you can.
Just keep it simple, set realistic goals and watch your money
grow. Even putting away the smallest amount, say $10 per week,
can add up to a lot, especially with compound interest.
stay enrolled, your contribution will be taken from your pay each
week automatically. When you join you get a kick-start of $1,000
from the Government, and your employer and the Government
continue to contribute to your account as you save.
When youre saving, your biggest enemy is

temptation.
When youre saving, your biggest enemy is temptation. You will
see lots of things that you want to buy instead of putting your
money into your savings, so set realistic savings goals and think
hard about what you are willing to give up for your savings.
Sorted.co.nz says that you are more likely to reach your savings
goals if you write them down, so record your plan and get
excited about the end result. Once you figure out how much
you can save, set up an automatic payment/ Then the money
goes into your savings account on payday before you can
spend it on something else.
KiwiSaver is optional but is an easy and affordable way to save

for your retirement.
MANAGING CREDIT CARDS AND CREDIT CARD DEBT
The best advice is to NEVER EVER have a credit card

Credit cards are an easy way to pay for things, but they can end
up being extremely expensive. High interest rates apply if you
do not pay off your card in full each month, and the longer you
leave credit card debt unpaid, the bigger it gets.
Dorien Van Den Berg (above) kept up a savings account when

she was an apprentice, putting money into it each week via
automatic payment. She made it hard to access so she could
not use the money frivolously.
The best advice is to NEVER have a credit card. No-one,

especially banks, give away money for free. There is ALWAYS a
cost to using a credit card. Its easy to get bogged down in debt.
I couldnt go into this account and take money out of without

going into the bank and getting it transferred manually. This
was a good way of stopping me from transferring money
anytime I wanted something as I made it harder for myself
to do it. I couldnt just do it online so I would leave that
account alone, except for times where I needed money for an
emergency.
Well say it one more time NEVER EVER get a credit card!
But if you do, check out Sorted.co.nz for top tips for managing
credit cards:
1. Shop around for the best deal
Credit cards come with a range of interest rates, fees, and
rewards programmes. Look for a card that best suits your
circumstances.
KIWISAVER
2. Know the interest rate
Dont wait too long to start saving for retirement

you should start now.
Many credit cards charge around 20% interest. Do you know

your card's current interest rate?
3. Review your credit card limit
KiwiSaver is a Government initiative that helps New Zealanders

save for their retirement. It can also help with buying your first
home. If you are over the age of 18 when you start a new job,
you will be automatically enrolled in KiwiSaver. If you want to
Base your limit on what you can afford, not what you might
spend. If you think you will have trouble paying it back, ask for
your limit to be lowered.
85
4. Pay off your card each month
Low interest rate credit card with a $500 limit.
You can only take advantage of interest free days if you pay the
balance in full at the end of each month. If you can't afford to
pay it in full, try to pay more than the minimum repayment to
save on interest costs.
Five free TXT banking messages a month.
5. Do not use your credit card to withdraw cash
The choice of doing all your banking on your mobile phone

if you prefer.
A flat account with no account management or transaction

fees.
Don't withdraw cash with your credit card - banks charge high
fees for this. Any cash you withdraw attracts a high interest rate
from day one.
You can get a Visa Debit Card, which works like a standard
ATM/EFTPOS card but can be used online, over the phone,
and overseas. They will also waive the annual fee for the first
year you have this card.
6. Be wary of accepting a higher limit or another card

If you let your bank raise your credit limit, or give you another
credit card, you increase the risk that you will end up paying
lots of interest. Plus credit cards usually have an annual fee, so
the more cards you have, the more fees you pay.
Access to heaps! Kiwibanks free personal finance software

to help you keep track of your spending.
In the past, this type of account was only open to university
students and people in other full-time study, so its terrific that
apprentices can now take advantage of it. Pop into your local
Kiwibank or check out www.kiwibank.co.nz to find out more.
7. Avoid temptation
If you cannot help spending more than you can afford, leave
your card at home. Take time to decide if a purchase is
essential or nice to have.
FINANCIAL HELP WITH THE APPRENTICE REBOOT
8. If you are in trouble, talk to your bank
The Apprentice Reboot was announced this year, and it is a

serious financial help to both apprentices and employers. If you
are eligible for the reboot, you can get a one-off payment of $1000
from the Government to go towards the costs associated with
your apprenticeship. Most new apprentices who have signed
up from 6 March 2013 can get the reboot (although there are
conditions).
If your credit card is getting out of control, talk to your bank

about your options. You may be able to take out a lower
interest loan to clear your credit card debt.
WHAT YOUR BANK CAN DO FOR YOU

Kiwibank have recently decided to open up their existing Tertiary
Pack to anyone in an ITO programme for more than 1 year.
This includes HITO hairdressing and barbering apprentices.
People have responded well to the reboot, including Kandace

from Head Therapy who says she is impressed with this new
scheme.
The Tertiary Pack includes lots of bonuses just for apprentices

and students, such as:
For an apprentice it takes a wee bit of pressure off financially

so they can enjoy free time and have help with training costs!
Interest free overdraft of $1,000 in your first year and $2,000

in your second and subsequent years, with a monthly fee of
just $2.
If you are eligible for the reboot, HITO will send you a claim
form once you have been working as an apprentice for 90
days. You need to fill the form out and send it back quickly,
providing proof of your bank account details, so HITO can
process your claim. It will take approximately 6-10 weeks for
your payment to come through once we receive your form
and proof of bank account.
This money is a massive help with the extra costs that come up
as an apprentice. If you think you are eligible for the reboot, but
you have not received the forms, you can download them from
the TEC website (below) or call HITO on (04) 499 1180.
TEC: www.tec.govt.nz/Learners-Organisations/Learners/
Learn-about/Apprenticeships/
WANT SOME MORE ADVICE ABOUT MANAGING YOUR MONEY?

THESE ARE SOME USEFUL WEBSITES TO CHECK OUT:
WWW.SORTED.ORG.NZ
WWW.FAMILYBUDGETING.ORG.NZ
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YOUR WEEKLY INCOME

Divide the amounts by 2 if you receive fortnightly payments or by 4 if you receive monthly payments (e.g. $1000 income from work per
fortnight becomes $500 per week).
Your weekly pay packet from your job (what you take home after tax
and other deductions such as Kiwi Saver have been taken away)
Benefits or other Government support (e.g. the accommodation supplement)
Assistance from your parents or other relatives
Child support
Other income
TOTAL 1 (add together all your forms of income to get this total):
YOUR WEEKLY SPENDING

Rent/board
Rates
Food (groceries)
Transport (petrol or public transport money)
Utilities (power, phone, internet, mobile phone)
Personal care (including clothing, make-up, nails, shoes)
Entertainment/personal (eating out, movies, cigarettes, etc)
Donations (church, charity)
Debt repayments (credit card, car loan, overdraft, etc)
Savings
TOTAL 2 (add together all your spending to get this total):
DO I HAVE A SURPLUS OR A DEFICIT?

Subtract your total spending from your total income and see if you come up with a surplus (extra money/a positive amount) or a deficit
(not enough money/a negative amount).
Total 1 (your total weekly income):
Total 2 (your weekly spending):
TOTAL 1 TOTAL 2
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CONSUMERS, THE CODE AND THE COMMISSIONER:

KNOWING YOUR OBLIGATIONS AS A BEAUTY THERAPIST
You may have heard of the Health and Disability Commissioner (HDC) in the news, or seen information about making
a complaint to HDC at your local doctors surgery. Many people know that HDC applies to health professionals such
as doctors, nurses and dentists. But did you know that, in some cases, HDC can look at the care provided by beauty
therapists? Katie Elkin (Associate Commissioner, Legal and Strategic Relations) and Georgina Rood (Legal Advisor Office
of the Health and Disability Commissioner) share some key information.
WHAT IS HDC?
1. be treated with respect;
HDC is an independent government body that promotes and

protects the rights of health and disability service consumers
in New Zealand. They facilitate the fair, simple, speedy and
efficient resolution of complaints about health and disability
service providers. The Health and Disability Commissioner,
Anthony Hill, is responsible for the functions of the HDC
and makes hundreds of decisions each year on complaints
received.
2. have freedom from discrimination, coercion, harassment

and exploitation;
3. have dignity and independence;
4. receive services of an appropriate standard;
5. effective communication;
6. be fully informed;
7. make an informed choice and give informed consent;
THE CODE
8. support;
The rights promoted and protected by HDC are set out in the
Code of Health and Disability Services Consumers Rights
(the Code). Briefly, the Code gives consumers the right to:
9. rights in respect of teaching or research; and

10. complain.
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CASE STUDY
In 2009 HDC received complaints from two women
about the services provided to them by a beauty
therapist.(2)
The women had both received IPL hair removal
treatment which had caused blistering and permanent
scarring on their legs. HDC investigated the complaints,
and found that the beauty therapist had breached the
Code. In particular:
One of the women was not given any information
about possible side effects from IPL until after she
had agreed to the series of treatments and had
had her first treatment. She was therefore unable to
make an informed choice about whether to consent
to the treatment, in breach of Right 7(1) of the Code;(3)
and
The IPL operators did not follow the beauty clinics
policies and procedures, including not performing
pre-treatment skin tests. This was in breach of Right
4(1) of the Code.(4)
HDC asked the beauty therapist to provide a written
apology to the women, and recommended that he/she
undergo further training and review and update the
clinics procedures. HDC also advised the Association
of Beauty Therapists of its findings.
WHO DOES THE CODE APPLY TO?

The Code applies to all health care providers and disability
services providers, which are both defined very broadly.
Health care provider not only includes registered health
professionals (such as doctors and nurses) but also includes
any person who provides, or holds themselves out as providing
health services.
Other types of common beauty therapy services

previously considered by HDC include:
Teeth whitening;
Health services includes services to promote and to protect

health, to prevent ill-health, and treatment services. This means
that, in some circumstances, beauty therapists will be considered
to be health care providers.
Surgical face lift;

Dermal filling;
Electrical Light Optical Synergy (ELOS) facial
treatment;
The Human Rights Review Tribunal have emphasised that the

Code applies to all providers, whether or not they belong to
any professional association or similar body, and whether or
not they are aware of the standards set out in the Code.(1)
Abdominoplasty; and
Botox.
MORE INFORMATION
TO FIND OUT MORE ABOUT HDC, VISIT THEIR WEBSITE AT WWW.HDC.ORG.NZ. THE WEBSITE CONTAINS A
DATABASE OF CASES, AS WELL AS A VARIETY OF INFORMATION FOR BOTH PROVIDERS AND CONSUMERS.
YOU CAN ALSO ORDER RESOURCES FROM THE WEBSITE, SUCH AS PAMPHLETS AND POSTERS FOR YOUR
WAITING ROOMS AND COPIES OF THE CODE.
1 Director Of Proceedings (Hdc) V Mogridge [2007] Nzhrrt 27 (21 December 2007).

2 The Hdc Reference Numbers For These Complaints Are C09hdc01064, C09hdc01350. A Detailed Case Note About The Deputy Commissioners Decision Is
Available On Hdcs Website.
3 Right 7(1) States That: Services May Be Provided To A Consumer Only If That Consumer Makes An Informed Choice And Gives Informed Consent
4 Right 4(1) States That: Every Consumer Has The Right To Have Services Provided With Reasonable Care And Skill. Case Study
89
DAVID PATTEN
WHAT IS THE MEANING OF GOOD FAITH?

I am often asked by salon owners: what is the meaning of good faith? Typically the question is raised in the context
of an enquiry from a salon owner. The salon owner has been accused by a staff member (or their representative)
that they (the owner) have not acted in good faith. A personal grievance may follow.
SO WHAT DOES GOOD FAITH MEAN
AND HOW DOES IT OPERATE IN PRACTICE?
Some examples illustrating this key point follow.
EXAMPLE 1
The starting point is the provisions of the Employment

Relations Act 2000. In summary form, the Act states that:
A staff member is employed on an hourly rate plus commission

for product sold to clients. The staff members work is not
satisfactory enough to justify the hourly rate being paid, and
the salon owner has determined that the commission rate is
too high.
The parties to any employment relationship must deal with

each other in good faith. Note, this is a mutual obligation
for both the salon owner and the salon employee
This means that the parties cannot, either directly or
indirectly, mislead or deceive each other or act in a manner
that is likely to deceive or mislead the other party
The unwise employer will make the decision to reduce the

employees hourly rate and the commission rate. The result?
A disgruntled employee who is likely to leave the employment
of the salon at the first opportunity and also the strong possibility
of a personal grievance being lodged against the salon owner.
The parties to the employment relationship must be

active and constructive in establishing and maintaining a
productive employment relationship in which the parties
communicate clearly and regularly
The wise salon owner will sit down with the employee (who
has been given the opportunity to bring a support person to
the meeting), explain what is being proposed, the reasons why
it is being proposed (with any available supporting information)
and an invitation to comment on what is being proposed at a
later meeting e.g. say, 2 or 3 days later.
If a salon owner is proposing to make a decision that may

have a negative impact on the continuation of employment
of a staff member or members, affected employees must
be provided with access to relevant information about the
decisions being made. They must be given the opportunity
to comment to their employer on the information provided
before the decision is made.
After the salon owner has fairly considered the response from
the employee, the salon owner is in a position to make a final
decision. This may be confirmation of the original proposal or
a variation of that proposal.
So what does this all mean in practice for a busy salon owner?
The simple reality is that it is no longer acceptable for a
salon owner to make decisions that impact on the terms and
conditions of staff or indeed, the on-going employment of staff,
without following a consultative process which enables affected
staff members a say in that decision making process.
EXAMPLE 2
The employee is not performing to expectations in regard
to the employees Job Description and to the performance
expectations of the position.
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The unwise employer will meet with the employee and tell the
employee that due to economic circumstances, their position
will be ending on Friday.
The unwise salon owner will call the employee into their office,
typically during work hours, and tell the employee that if their
performance does not improve immediately: You will be out the
door! The employee, who believes in the absence of being
told anything to the contrary that they have been performing
quite well, leaves the salon in floods of tears, in front of clients,
and does not return to the salon for a number of days due
to sickness.
The wise salon owner will typically write to the employee,

outlining a proposal to disestablish their position and clearly
articulating the reasons why, and give any available information
supporting the proposal. A meeting is subsequently arranged
with the employee who is given the opportunity to comment
on the proposal and offer alternative suggestions for cost
savings rather than disestablishing the position.
The wise employer will discreetly ask the employee to meet

with the salon owner after work to discuss some performance
concerns the salon owner has with the employees performance.
These concerns could, alternatively, be listed in a letter given to
the employee. However it is done, the employee has the absolute
right to know what the alleged performance concerns are and
be given a proper opportunity to comment on those concerns.
It may be a training issue; there may be matters outside the work
place that are impacting on the employees performance.
The salon owner should carefully consider any suggestions

made e.g. for the employee to work part-time hours until
trading conditions improve. If the suggestions are not feasible,
they must advise the employee of this in a measured and
considered way.
The key is to discuss and consider matters before making a
decision, be responsive and communicative, and, above all else,
be fair. The basic rule of thumb I encourage salon owners to
use is to treat staff in the same manner they would like their
own working children to be treated i.e. fairly and constructively.
The key is to work with the employee on a regularly reviewed

plan which has clear and attainable goals designed to ensure
that there is a lift in performance. If this improvement does not
occur, the salon owner is in a better position to commence a
disciplinary process.
Until next time...
EXAMPLE 3
David Patten
LLB:BA; MBS; FAMINZ

The salon is experiencing trading difficulties and the salon

owner, as part of a cost saving exercise, is proposing to reduce
employee numbers from 4 to 3. The role the salon owner is
proposing to disestablish is that of a staff member who has
only been with the salon a few months.
91
making
the most
of $1000
92
Clipjoint and Co owner Jill Cole recently found a perfect use for her reboot incentive money. Jill was able to send two
of her apprentices along to a Redken cutting course using the money she received from the Governments initiative.
If you want to know more about the reboot and how you can
get the $1000 incentive, read on as we have answered some
frequently asked questions:
n the apprentice reboot, the Government is giving $1000 to

both the apprentice and employer when a new apprentice
signs on (conditions apply).
Jill knew her second year apprentices Elisabeth Smith and

Rachelle Meaclem would benefit from attending a cutting
course, but courses like these are expensive. Receiving the
reboot money made it possible for them to attend.
WHAT IS THE REBOOT ALL ABOUT?

The Apprentice Reboot is given by the Government to
employers and apprentices. Each apprentice and their
employer gets $1000 each.
I have sent other girls on courses before, and Ive seen how
it builds confidence and helps them to step up. Its great to
go away and learn in a different environment, with a different
trainer and with other people from around the country who
are passionate about what they do. I knew it would be a good
investment, explains Jill.
WHO CAN GET IT?

Most new apprentices who sign up from 6 March 2013 can
claim the incentive (there are conditions).
WHAT DO I NEED TO DO TO GET IT?
Apprentices dont tend to have money lying around though,

and neither do business owners. Getting the reboot money
made it easy. I invested half into the course and half into the
business directly.
After your apprentice has been with you for 90 days, we will
send you a claim form. You need to fill it out and send back
quickly. Remember that both the employer and the apprentice
need to provide proof of bank account details. Otherwise, we
can't process your payment. Read the form.
Jill is already seeing the return on her investment into Elisabeth

and Rachelle.
WHY LONG DOES IT TAKE FOR

MY MONEY TO COME THROUGH?
The girls got a lot out of it. They are getting out onto the floor
with confidence now, she says.
You have to invest in young people to bring out the best in them,
It will take 6-10 weeks for your payment to come through.

Forms are sent to the government on the fifth working day of
every month. The government then processes and pays HITO
at the end of that month. HITO then processes and makes
payments to apprentices in the middle of the following month.
Jill encourages other employers to take advantage of the

reboot too, and to make good use of the $1000 incentive.
The quicker you get your completed forms to us, the sooner you
get paid. Please note that we wont follow up on unreturned forms.
Jill is a firm believer in training the next generation of

hairdressers, and she has learnt that the benefits from training
are easily worth the investment.
WHAT IF I HAVEN'T RECEIVED MY FORMS?

IF YOU THINK YOU'RE ELIGIBLE BUT HAVEN'T RECEIVED THE FORMS, DOWNLOAD THE FORM AT THE TEC WEB LINK,
WWW.TEC.GOVT.NZ/LEARNERS-ORGANISATIONS/LEARNERS/LEARN-ABOUT/APPRENTICESHIPS/ OR CALL HITO ON (04) 499 1180.
93
A REVIEW OF INDUSTRY TRAINING

An update on the Government review of industry training.
The Government is currently conducting a review of all industry
training and apprenticeships.
1) The ITO leadership role will be reduced. ITOs will focus

on improving and maintaining quality training across the
industry. Government expects ITOs to focus on looking after
apprentices and trainees.
This review is on-going. On the 6th of November, the Industry

Training and Apprenticeships Amendment Bill passed its first
reading in Parliament. The next stage was public submissions
anyone could submit to Parliament their views on the bill.
Submissions closed on 19 December. The bill will then be voted
on by Parliament.
2) The other change will be to apprenticeships themselves.

Modern Apprenticeship will be phased out and a new type
of apprenticeship introduced. This will be called New Zealand
Apprenticeship. This will be made up of a Level 4 qualification
worth a minimum of 120 credits. It also aims to provide
support to all apprentices by removing any age limits on
training support.
This bill aims to update and improve apprenticeships across

all industries. Industry organisations (like HITO) have had input
on this bill, which seeks to make sure all apprentices fit in with
industry requirements.
New Zealand Apprenticeships start on 1 January 2014.
The role of ITOs like HITO will be to set standards for industry
training and to organise training for all apprentices. This bill
will affect HITO (and other ITOs) in two major ways.
Well have more news on the governments review of industry

training once the bill has passed into law in 2014.
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CAIT AT WORLDSKILLS
WORLDSKILLS 2014
W
orldSkills is an exciting competition where you can

sharpen your hairdressing skills and showcase your
talent both nationally and overseas.
All work is done on mannequins that are provided on the day,

so you dont have to worry about finding models and clothes.
It costs $200 to enter WorldSkills and this price covers the use
of these mannequins and wefts (which are yours to keep).
Open to apprentices or qualified people under the age of 23,

this is a competition that can take you all over the world and
make you stand out from the rest.
To be successful, you and your trainer will need enthusiasm,

commitment and passion, but the opportunity which waits is
well worth the hard work!
In July 2013, our 2012 National Champion Cait Woodcock went

to Germany to represent New Zealand alongside 52 other
countries at WorldSkills Internationals. It could be you next!
Cait Woodcock, WorldSkills International 2013 Hairdressing

representative, encourages anyone thinking about entering
WorldSkills to go for it.
APPLY NOW FOR THE 2014 WORLDSKILLS

REGIONAL COMPETITION!
If someone is thinking about entering WorldSkills Id hug them

and wish them good luck! Being involved in the local and regional
competition helps. You benefit just from competing and learning
how to do precise work under serious time constraints.
Regional Competitions will be held in:

Auckland and Christchurch Monday 12 May 2014
The talent was phenomenal. The work of the French competitor

who ended up winning [the hairdressing section at WorldSkills in
Germany this year] was impeccable. His work was insane! It was
awesome to meet like-minded people from other industries who
were equally passionate about their trade. We all just clicked
really well.
Wellington and Dunedin Monday 5 May 2014

WorldSkills National Competition 2-6 July 2014
Competitors take part in three modules:
Ladies Creative Cut and Colour
Mens Fashion Cut and Colour
I never thought I would be able to do what I can now. The skill set
I have now is incredible, and its given me so much confidence.
Creative Hair by Night Conversion
SO WHAT ARE YOU WAITING FOR? FOR MORE INFORMATION, OR TO GET AN APPLICATION FORM FOR YOU OR SOMEONE YOU KNOW,
CALL KELLY ON (04) 499 1180 OR EMAIL ENQUIRIES@HITO.ORG.NZ
95
WRITE FOR
FORMA
Are you an apprentice, an employer
of apprentices or train apprentices?
If so, were looking for people like you who can
contribute to Forma.
Get in touch with HITO now and you could
see your words in print.
Call
(04) 499 1180
Email enquiries@hito.org.nz
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UPDATE ON THE TARGETED REVIEW

OF QUALIFICATIONS (TROQ)
The TroQ is on-going and progress is being made. Here is an update on the review for Barbering, Beauty, and Hairdressing.
SALON SKILLS (OPTIONAL QUALIFICATION)
industry, asking for their feedback on the need for advanced

qualifications. The results from this survey are being processed
now and will help determine any further qualification
development.
The salon skills qualification is still being developed. It is

designed to prepare potential entrants for work in the
Barbering, Hairdressing and the Beauty industries. It is aimed
at interested school students and school leavers preparing to
enter the industries.
BEAUTY
The current review of qualifications for Beauty Services was
due to finish at the end of October. However, the Governance
Group recommended extending the project to April 2014
with NZQA. The review depends on strong consultation,
participation, evidence, and research of Beauty Services.
The delay has been due, in part, to collecting information
and surveying the key stakeholders.
BARBERING
There are two new qualifications being developed for
Barbering. These are with NZQA and are being reviewed.
These qualifications include classic barbering skills and skills
needed to manage and operate a barbers chair.
HAIRDRESSING
Research and evidence from statistics are essential to informing

and developing a qualifications framework. Therefore, the
Governance Group has contracted Melanie Ryan to research
and write a Beauty Industry Environmental Scan report to
verify the information that has been gathered.
The Advisory and Governance Group have agreed a suite/

collection of qualifications. You can see them at www.hairtroq.com.
The team has also set up two working groups:
One looking at the content of the new suite/collection and
The group want to have a draft qualifications framework ready

for consultation early in the New Year.
One to look at possible higher level advanced qualifications.

The working groups met at the end of November. The group
working on higher level qualifications organised a survey of the
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International recognition of your skills
Qualified?
Just qualified?
Have experience?
HITO is now offering international recognition in Hairdressing, Beauty Therapy and Nail Technology.
If you or your staff have a relevant national certificate in hairdressing or beauty and have at least
one years experience as a senior operator, you can now have your skills and experience recognised
in Australia, Canada, Hong Kong and Japan.
Reasons to apply:
Personal development
A new and exciting opportunity for you and your qualified staff
Marketing point of difference
Promote your business as employing staff that have internationally recognised qualifications
Spread your wings
Thinking about travelling overseas? Get recognised before you go
Pride of place
Just want to have international recognition for your skills?
Take advantage of this opportunity to have your national qualification recognised on the world
stage. It will open doors to a career abroad while still being acknowledged within New Zealand for
local and international clients.
www.hito.org.nz/qualifications/international
98
FINDING A CAREER PATH USING

VOCATIONAL PATHWAYS
It can be hard to decide what to do once you have finished high school.
ith so many choices available today, it can be a

challenge to figure out where to go and what to do
next. Recently, the Government announced a new
initiative called Vocational Pathways, a new way of helping
high school students decide what to do after they leave school.
Show young people what they need to do to get where they

want to go or want to be.
Show learners and their families how subject choices make
a difference to what they might do in the future.
IM AN EMPLOYER, HOW DOES THIS AFFECT ME?
WHAT ARE VOCATIONAL PATHWAYS ALL ABOUT?
Vocational pathways will make it easier for employers to

see what skills and achievements jobseekers have that
are relevant.
Vocational Pathways help students move from high school into

work or further education by showing the recommended skills
in five key industry sectors. So with a particular profession in
mind, students will be able to determine which subjects and
unit standards will help them to get there.
Jobseekers will be able to give employers their Vocational

Profile to show their achievements, strengths and skills.
Students will be able to compare their achievement to date to a

range of study and employment possibilities, and see how their
interests, aspirations and achievements match up to work and
study options. This will be called a Vocational Profile.
These profiles also give employers a much simpler way

of seeing which NCEA qualifications include the skills and
knowledge they are looking for.
Employers can be sure that if someone has achieved a
vocational pathway in their sector then the jobseeker will have
a strong base of skills and knowledge to help them succeed.
Vocational pathways will:

Offer clearer choices for students.
Help young people understand that what they are learning is
relevant and valuable in the real world of study, jobs
and careers.
FOR MORE INFORMATION ABOUT VOCATIONAL PATHWAYS, CHECK OUT THE WEBSITE:
WWW.YOUTHGUARANTEE.NET.NZ/ VOCATIONAL-PATHWAYS/
99
100
101
a year of
growth
HITO CEO, Erica Cumming, looks back on 2013.
102
With 2013 drawing to a close, it is a good time to look back on the changes and events that have taken place over
the course of the year. Its time to review the things that have caused us to grow as an industry and as individuals.
one year experience as a senior operator, can now have their

skills and experience recognised in Japan, along with Australia,
Canada, Hong Kong and New Zealand.
n March, the Government announced a reboot of the

apprenticeship scheme, which Im sure you will have read
about in Forma Magazine, e-Forma and on our website.
This has been great for the industry, with many salon owners
and new apprentices benefiting from both the HITO incentive
and, later, the Government incentive. These incentives have
seen many new apprentices receiving $1000 to contribute
towards their training, as well as employers receiving $1000
to recognise their efforts in training.
After many years hearing that there was a gap in business skills
training, this year we developed a new business qualification with
the Open Polytechnic. The National Certificate in Business has two
strands in Teams and Leadership and Small Business. It is perfect
for anyone who is stepping into a training or management role,
or anyone who wants to become a successful business person.
The industry has shown a keen interest in this programme, and
those who have signed up are already experiencing the benefits.
The Gateway programme (which is offered in secondary

schools nationwide) has also seen growth this year with the
introduction of Gateway Beauty. This has meant that secondary
school students who are interested in a career in beauty have
been able to get a real-life taste of the industry. It has been
exciting to see many students signing up for the programme
this year.
The annual Industry Awards in October are always a highlight

for me, and this year was no different. It was lovely to see
so many people come together in Auckland to celebrate
excellence in training. Congratulations to all our HITO finalists
and winners, and to the Kitomba/NZARH finalists and winners
also. You have worked hard this year, going above and beyond
the norm, and for this we honour you. We were also excited to
launch a new initiative this year for our Regional Apprentice of
the Year winners. The seven winners from around New Zealand
have been given the opportunity to attend an apprentice
boot camp in February to develop them further as apprentice
ambassadors.
Another exciting event on the 2013 calendar was the

International WorldSkills Competition in Germany. It is always
humbling to see hairdressers from all over the world competing
in this prestigious competition, including New Zealand
champion Cait Woodcock. Im looking forward to the regional
WorldSkills competitions taking place next year. More young
people will have the opportunity to get involved. If you are
thinking about competing in WorldSkills in 2014, I encourage
you to give it a go! The next international competition in 2015
is being held in Brazil.
What a year it has been! With Christmas and a New Year almost
upon us, I want to wish everyone a safe and prosperous time.
I look forward to hearing of your successes in 2014.
This year we also saw Japan become a member of the

International Professional Standards Network (ipsn) which was
an exciting new change. This means that holders of relevant
national certificates in hairdressing or beauty, who have at least
Erica Cumming
HITO CEO
103
NEW STAFF AT HITO

Maria Alulu
e would like to say a big warm welcome to Maria

Aiulu, our new Quality Assurance Administrator.
Maria joined HITO on 7 October, and we are very
excited to have her on board.
MARIA ALULU
Maria comes from an education background, having worked

for the Open Polytechnic for nine years. She also worked for
a property management company prior to starting at HITO,
making her very qualified to take up her role here. Marias
openness to new experiences and positive outlook has her
well prepared to join the HITO team.
When shes not working, Maria spends time with her family.
She also plays several instruments and performs in a choir.
Maria has very much enjoyed her 3 months at HITO, saying the
people and atmosphere are very warm and welcoming. She is
looking forward to what lies ahead.
YOU CAN CONTACT MARIA ABOUT QBYE, ADVANCED CUTTING,

TUTORS/ASSESSORS, AND MODERATION ON (04) 499 1180 OR
AT AMA@HITO.ORG.NZ.
104
IMPORTANT DATES 2014

6 January
HITO office re-opens
6 February
Waitangi Day (HITO office closed)
9 February
Apprentice of the Year Regional Winners Boot Camp
10 February
Apprentice of the Year Regional Winners Boot Camp
13 February
Off job training day
14 February
Off job training day
16 March
NZARH AGM
17 March
HITO AGM
24 March
ipsn meeting in Hong Kong
25 March
26 March
27 March
28 March
18 April
Good Friday (HITO office closed)
21 April
Easter Monday (HITO office closed)
25 April
ANZAC day (HITO office closed)
5 May
WorldSkills Regional Competition

Wellington/Dunedin
6 May
Careers Expo Wellington
7 May
Careers Expo Wellington
8 May
Careers Expo Auckland
9 May
Careers Expo Auckland
12 May
WorldSkills Regional Competition

Auckland/Christchurch
22 May
Careers Expo Christchurch
23 May
24 May
2 June
Queens Birthday (HITO office closed)
7 June
Sydney Hair Expo
8 June
Sydney Hair Expo/ Careers Expo Hamilton
9 June
Sydney Hair Expo/ Careers Expo Hamilton
2 July
WorldSkills National Competition Hamilton
3 July
4 July
5 July
6 July
27 October
Labour Day (HITO office closed)
30 November
HITO/Kitomba/NZARH Awards (date may change)
25 December
Christmas Day (HITO office closed)
26 December
Boxing Day (HITO office closed)
national certificate in business

DO YOU HAVE WHAT IT TAKES?
www.hito.org.nz

Forma Issue 13

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Forma Issue 13

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THE AWARDS

ARTICLE CONTINUED FROM PREVIOUS PAGE

ana Dave, three time winner of NZ Hairdresser of the

Courtney Jackson from Be Ba Bo in New Plymouth was named

Erica Cumming, HITO CEO, said It was wonderful to see the

This year was also a remarkable success for our Training

Tom Murphy, Kitomba CEO, agreed, saying Tonight is unique

The Kitomba/NZARH award winners were also announced,

HITO TUTOR OF THE YEAR

HITO REGIONAL APPRENTICE OF THE YEAR

HITO TRAINER OF THE YEAR

HITO TRAINING SALON OF THE YEAR

Northern-South Region: Nadine Gratton

HITO HAIRDRESSER IN TRAINING

Southern-South Region: Nicole Clark

JASMINE MCBETH MEMORIAL SCHOLARSHIP

ARTICLE CONTINUED FROM PREVIOUS PAGE

THE INDUSTRY AWARDS

DEE LICIOUS PERFORMING

GUESTS LOOKING AT PHOTOGRAPHIC

LAURA WILLIAMS, APPRENTICE OF THE YEAR

ARTICLE CONTINUED FROM PREVIOUS PAGE

HITO APPRENTICE OF THE YEAR

LAURA WILLAMS RECEIVING HER AWARD

When they called out my name I felt a huge sense of relief.

Jan Waite Hairdressing

Lauras passion for hairdressing began when she started an

HITO have given me an amazing opportunity to be looked

Laura has some advice for apprentices wanting to win the

Laura has entered Apprentice of the Year a number of times in

WORK BY LAURA WILLIAMS

WORK BY LAURA WILLIAMS

WORK BY LAURA WILLIAMS

WORK BY COURTNEY JACKSON

ARTICLE CONTINUED FROM PREVIOUS PAGE

APPRENTICE OF THE YEAR REGIONAL WINNERS

ERICA CUMMING (HITO CEO) AND COURTNEY JACKSON

ERICA CUMMING (HITO CEO) AND KELLY CLARK

APPRENTICE OF THE YEAR RUNNER-UP

CENTRAL REGIONAL WINNER:

ERICA CUMMING (HITO CEO) AND RENEE EDGARTON

MIDLAND REGIONAL WINNER:

ARTICLE CONTINUED FROM PREVIOUS PAGE

REGIONAL APPRENTICE OF THE YEAR WINNERS

SOUTHERN-SOUTH REGIONAL WINNER:

NICOLE CLARK AND ERICA CUMMING (HITO CEO)

NORTHERN-SOUTH REGIONAL WINNER:

JASMINE MCBETH MEMORIAL SCHOLARSHIP

JULIEANNE HARTSHORNE AND ERICA CUMMING (HITO CEO)

Hi-Tek Hair Studio

It means so much to me to receive this very special award.

I couldnt believe it; I think I went into a bit of shock! My legs

Although she had not planned on becoming a hairdresser, it

In the future, Julieanne sees herself supporting upcoming

ARTICLE CONTINUED FROM PREVIOUS PAGE

GRANT BETTJEMAN (CENTRE) (TRAINER OF THE YEAR)

Director Diana Beaufort and the team at Reds Hairdressing

Its amazing, Im still so excited, says Diana.

Its always a thrill to be recognised for excellence in front of your

Grant Bettjeman, co-owner and trainer at Bettjemans in Auckland,

Apprenticeship training is extremely important at Bettjemans;

Unfortunately Diana was unable to attend the awards evening

Grant loves seeing his apprentices winning competitions,

TUTOR OF THE YEAR