PATRICK GUARNIERE
School Owner, TSPA DC | Stylist | Nat’l Redken Artist | Member, DC Cos. Board
EPISODES
Becoming a School Owner, National Educator, and Cos. Board Member:
Watch or Listen
How to Hire & Retain Gen-Z, From Their School Owner:
Watch or Listen
RECOMMENDATIONS:
Favorite Author:
Brene Brown
Favorite Book:
Rising Strong or Daring Greatly
Best Training Course for personal growth:
Little Voice Mastery by Blair Singer
Best Industry Education:
REDKEN! Anything at The Redken Exchange
Class that changed my career as a stylist:
Color & Know Why at The Redken Exchange
Favorite Music:
Country Pop
Quote I Live By:
”If you’re not in the arena also getting your ass kicked, I’m not interested in your feedback.” -Brene Brown
EPISODES
Becoming a School Owner, National Educator, and Cos. Board Member
Tune in to hear Patrick take you through his journey, evolving from an apprentice and stylist to a Redken Educator, School Owner, and a Member of the DC Board of Cosmetology & Barbering!
Key Takeaways
Working at a salon straight out of school that is big on education and allowing the stylists to use those points to bring in outside educators can greatly impact your career as a stylist.
Teaming up with Redken and growing as an educator and artist also led to an opportunity to open up The Salon Professional Academy in DC (a Redken School)
Going to school a little later than most (early 20s), meant taking out loans with Patrick’s own name on him. This gave him a different set of motivations which caused him to take his education very seriously and even finish early.
Patrick's first chance to work at a salon was as a temporary fill-in for a classmate/friend who had to go to the hospital and couldn't cover their shift. You never know when your opportunity will present itself!
The old-school vibes meant that if you couldn’t make it to work, you could get replaced, despite needing a break or day off on short-term notice.
Rising Stylists are not interested in working like previous generations. Reduced and flexible schedules, the ability to take days off without shame and questioning, and working smarter, not harder, are what they are looking for.
Becoming a National Redken Artist required an application process and four weeks of training.
Being an educator, at least initially, is more about your passion and love for teaching and learning. If you do it for the money fresh out of the gate, you may find yourself with no one paying you to teach.
How to Hire & Retain Gen-Z, From Their School Owner
Tune in to hear Patrick share his insight as a Cosmetology School owner on how to hire and retain Gen-Z Rising Stylists!
Key Takeaways
Rising Stylists are interested in specializing, not doing all types of services
Some states are starting to allow for licensing in specific areas to get rid of the general license
Successful Salon Owners in attracting and retaining Rising Stylists
they get out of their own way
listen to the younger generation and adapt to their needs
they provide massive flexibility and leveraging social media
Salon Owners who are not having success with Rising Stylists
they want Rising Stylists to train the same way they did
they want Rising Stylists to "pay their dues" vs. teaching them "the ropes"
Rising Stylists are not afraid to speak up and talk back...and they need to know why they are being asked what to do EVERYTHING
SALON OWNERS:
codify all expectations and growth paths so you can refer to this anytime you have challenges from your Rising Stylists
call your local school and ask if they have an advisory board and get on it
Schools usually have an advisory board made up of local salon owners and industry leaders to discuss the needs of the local industry and future employers of the graduates
Schools spend every hour that a student is present teaching them the only curriculum they are allowed to and that which is relevant to the state board.
Attend ALL state board meetings to get involved and shape the future
