During the past two years of on-and- off lockdowns across the country, a growing number of educational sessions have pivoted to virtual formats to keep the industry involved in education in these unprecedented times.
As a result, some brick-and-mortar academies have shuttered their doors, forcing many owners to not only embrace education within their salons but to find innovative ways to keep their staff interested in ongoing learning.
“Even though virtual education is good and important for the industry, I don’t think it can ever replace [in- person] classes and seminars,” says Jean-Sébastien Lacombe, owner of Studio Bob & Pine in Rouyn-Noranda, Que., and a master educator for Mekka System. “Having an educator by your side when you’re learning will fast-track the process, ensure that all information is assimilated and minimize the likelihood that a stylist will fall into habits that aren’t serving them.”
The Real Deal
Keeping in mind the benefits of hands-on learning and the convenience of virtual education, some salon owners are adopting a hybrid approach. Ray Civello, owner of Civello Salon & Spa in Toronto, Oakville and Vancouver, and founder of Color Space, is in the process of developing a new education program that helps stylists at all levels of their careers.
“We’ve recently done an audit on skillsets by asking all of our team members what and where they would like to learn, so that we begin with an inclusive approach,” he says. “Based on their responses, we determine who should be at what. We have a diverse group with various levels of skill and experience, so it enables people to participate with excitement and enthusiasm. If you just go and tell them what you’re doing, it doesn’t really help much.”
For Claudia Iacono, owner of Salon Deauville in Montreal, the pandemic inspired her to start a salon academy for hairstylists of all levels, which is an addition to their already-existing education system. “Right now, I have two of my senior stylists teaching the staff and we participate in the government of Quebec’s program in which hairdressers with more than 10 years of experience can keep an assistant under them,” she says. “The program gives you a guideline, and the hairdresser meets with the apprentice at least once a week. After one year, the government compensates the apprentice and the salon gets a tax credit, so it works very well.”
While every salon owner’s approach to education will vary and depend on a range of factors—including their number of staff, location, etc.—most will agree that in-person learning can also be a great bonding experience for the entire team.
“We have quite a structured and intensive training program and when you make it through—as difficult as it can be—it really bonds everyone together,” says Michelle Harrison, director of education for Suki’s in B.C. “You can look around in the salon and know that everyone you work with went through the same thing, so it’s a shared experience and a shared understanding, and it just makes you feel really close to them, which helps create your salon’s culture.”
PRO TIP
CIVELLO ASKS HIS TEAM TO PARTICIPATE IN AT LEAST TWO CLASSES PER YEAR AND HE’S EVEN MADE IT PART OF HIS HIRING PROCESS SO NEW STYLISTS ARE AWARE OF THIS REQUEST FROM THE BEGINNING.
Thinking Outside the Box
In addition to learning from other staff, providing inspiration from experts outside of your salon is also beneficial and can keep your team engaged in education.
“Not only do I get to teach classes regularly to my team members, I also teach other salons’ stylists and offer a shadowing program for those who want to follow me during a salon workday,” says Lacombe, who’s been an international educator for more than 18 years. “We’ve also brought other educators into the shop to keep growing our staff’s knowledge and skills.”
As for Civello, he’s hoping to develop a balayage certification in his salons and is actively seeking outside talent to help inspire his team. “Although we have great ‘balayagers’ [in the salon], it always works better when you have a guest coming in who has good technique,” says Civello, adding that while big-name talent can draw a crowd, he’s careful about not bringing in talent that solely provides inspiration. “We need inspiration, but we also need structure and real applicable education that we can standardize and use it in the salon. That is what I think is great education.”
Civello has also been focusing on a new project called the YTS (Yonge Talent Salon) program—named after Toronto’s famous Yonge Street—which is meant to support ongoing education with hands-on training and expert coaching from leaders in the industry.
PRO TIP
HARRISON RECOMMENDS THAT SALON OWNERS TRY RECOMMENDING SPECIFIC CLASSES TO STYLISTS TO CATER TO THEIR UNIQUE ABILITIES AND IDENTIFY WHAT MIGHT BENEFIT THEM THE MOST.
Egos Aside
In addition to keeping emerging hairstylists in mind, it’s also important to be aware of the growing number of independent hairstylists who’ve decided to leave (or forgo) the traditional salon experience and work on their own.
Despite their decision to not go through the traditional means of working in a salon, Iacono says it’s important to make education inclusive for everyone to help grow the industry. “I’m not scared of teaching somebody that’s just going to start doing home services,” she says. “It’s not something that’s going to stop me from educating others, regardless of how I feel about their decision.”
“Our industry is constantly changing,” adds Harrison. “Things are evolving every year and at least four times a year, if not more. It doesn’t matter where you are in your journey—whether you’re just beginning, you’ve been doing it for over 25 years or how good you are—you can always get better. You can never assume that you know everything. Even if you’re the best in the city one year, you could be nobody the next year if you’re not keeping up to date.”
As for Civello, he believes that despite experience, the art of “mastering the craft” is an ongoing journey that is critical in the industry.
“For a lot of people, you’ll see them build the fundamentals and once they have them, they know that it requires building blocks. That’s where you see education being very powerful,” he says. “Ultimately, what you want people to do is master the craft of being able to use new techniques and then really be able to see a human being as an individual and create a customized look. Otherwise, if they don’t continue to grow, we don’t grow.”
“THE DAYS OF THE HAIRSTYLIST STANDING BEHIND THE CHAIR AND BEING THE ONE THAT HOLDS ALL THE INFORMATION ARE GONE. YOU HAVE TO MAKE SURE THAT YOU KNOW MORE THAN CLIENTS DO.” —MICHELLE HARRISON, DIRECTOR OF EDUCATION, SUKI’S, B.C.
Spilling the Tea
Though many hairstylists enjoy taking classes, there are some experienced stylists who may be hesitant to participate in education because they feel they would be learning something they already know. While for others, choosing not to pursue continual learning may simply come down to a matter of finances and a lack of time.
“I find a lot of hairdressers do not want to pay for education—they want it for free,” says Iacono. “Education is a completely different experience right now. It’s not only about doing agood haircut, but it also has a lot to do with your personality; how you present yourself, how you speak to the client, etc.”
“Talking about your own experiences taking classes or attending hair shows is key to motivate younger staff or stylists who aren’t as committed as you are with education,” adds Lacombe. “We all want to be connected in this industry; to be a part of something bigger, getting together in classes/shows is definitely the best way to achieve it.”
PRO TIP
CONSIDER SENDING OUT A SURVEY TO YOUR TEAM TO GAIN INSIGHT INTO THEIR INDIVIDUAL WANTS/ NEEDS. FOR EXAMPLE, TRY ASKING THEM ABOUT WHICH EDUCATORS THEY WOULD WANT TO SEE SO IT’S MORE OF A PARTNERSHIP RATHER THAN THE OWNER TELLING THE STAFF WHAT TO DO.
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