Perfect Pathways, Prime Example

Join Luke Daly as he interviews Emily Bower, General Manager of Ampd Academy, in this episode of Aquatics Only Podcast. Emily discusses her career journey from school-based trainee to running a leading Registered Training Organisation in the aquatics industry, all while managing the demands of raising two young children. The episode highlights key challenges in the industry, from evolving training standards to the need for greater recognition of aquatics as a long-term career. Whether you're a swim teacher, facility manager, or aquatics professional, this episode dives deep into what it takes to succeed in the field and the future of aquatic training.

Transcript

Well, welcome back to the Aquatics Only podcast. I'm here today. This is Luke, in case you're wondering if this is not David's voice, this is Luke's voice. And today we have an interview with Emily Bauer. Emily, can you tell us a bit about yourself? Yep. So I'm the general manager of Amped Academy. We're an RTO in the aquatics industry. I'm also a mum of two under two at the moment, which is pretty wild. And yeah, that's me. I've been in the industry for almost 10 years now.

I feel like we can't just gloss over the fact that you're a mom of two under two and maintaining a general management role for an RTO, which is registered training organization. For those of you playing along at home, it doesn't even really compute in my brain. I'm a dad of two, but I feel like that's very different. And two under two. me a bit about that. It's wild. It's definitely crazy, but I've got a lot of help.

So it's good. mean, we're in Melbourne at the moment and Melbourne is not where I live. So I've got my mom upstairs looking after the two boys and I'm lucky in that regard and lucky that I've got a flexible workplace and good management support, I suppose. So it's, yeah, it's tough. I saw your two little blokes. You would be tired. There's no really choice in that matter. Lots of coffee. Lots and lots of coffee. Well, you have to live off coffee. And I've seen your two little blokes running around.

Full of energy, especially your 18 month old. He's a bundle of fun. And I saw some stories actually too, of when you were traveling down that didn't look easy whatsoever. No, but we make it work. It's a juggle, but we do the juggle. And I think that's super cool. Now, the reason that you're on the podcast today with me, actually we'll come back to that, but tell me you've had a podcast before yourself, which is why you look so incredibly relaxed. Yes, I have.

a couple of probably five years ago now. but yeah, I had a podcast and we did a couple of seasons. We just interviewed some really cool people and, yeah, it took us some cool places and we met some really awesome people. you cannot, you can no longer listen to it, but it was, it was a good time. was fun. Well, I feel lucky cause now I get to interview a really cool person. It used to be the interview of really cool people. So tell me you are.

still relatively young, quite young, I would suggest. We don't have to put an age on it and that's okay, but you are not I haven't hit the thirties yet, so Not the big three out? No. Are you scared of it? No. No. I feel like it's the older I get, the more fun it gets. So true. Yeah. I'm in my thirties now and it was good. I'm looking forward even to the forties. Yep. I feel like the thirties is better than my twenties. Yep. Absolutely. A little bit less jostling for position. Yep. And the kids will be older, so we won't be in the trenches. So true.

You know, by the time you're 50. That'll be out of home. That's it. I'll be traveling the world, living my best life. chance you could be a grandma. Could be. You never know. You never know. not. But traveling the world without kids at that age is going to be good. I've got the same recipe going on. So well done. Tell me a bit about your role now, general manager, Amped Academy. Yep. So we've been doing it now for about four years. We started it from scratch, just from, I guess, identifying a bit of a gap in the market.

Previous to that, I was in HR position in the aquatics industry as well. And yeah, we have recently expanded around Australia. We were doing stuff internationally now and we started very humbly just to service a couple of school -based trainees in the aquatics industry. And that was initially all we were gonna do. And we grew pretty quickly to doing some other calls like you pull lifeguard and swim teaching. And then it expanded way beyond that to now doing.

more technical stuff like the aquatic technical operators, aqua instructor, all of the add -ons. We service pretty much everything that someone in the aquatics industry could need from a small CPR course all the way up to a full set three and four. So yeah, it's been a wild four to five years, but it's been fun. I guess, yeah, as general manager, it's general. I do.

a lot of different things, but a lot of my role at the moment is partnerships and opportunities. And I think there's a lot that we can do in the aquatics industry. And that's pretty much where I sit at the moment. So it's fun and it's exciting. There's a lot of points that I want to come back to on that, but I really want to focus just for a second on the, the aqua classes. Yep. Do you have a special module in there? And of course you've listened to this podcast before, so you would have heard.

In episode two, are threatening

Luke Daly (04:37)
to do an expose into the Karens who rule the aquatics pools. Have you heard anything about that? Do you have a module to cater for that? I'm sure we could organize something. I think we should. Just put in a bit of a lobby to Asqua, who's our governing body for those following along at home. New unit of competency. How to handle Karens. do have how to deal with difficult customers. well, I wouldn't associate Karens with difficult customers, Emily.

That's not what I'm trying to say here. Like, did you just assume that? I did. I did. That was an assumption. bad. That's a fair assumption and exactly the point. I just wanted to stitch you up like that. You're good at that. But the bit that I took out of everything you just shared in the reason for this having you on is around pathways. There are so many pathways within the aquatics industry. I think that's really cool. You, if I'm not mistaken, were a school -based trainee.

Yes, I started in the industry as a school -based trainee with absolutely no intention to stay in the industry, mind you. I was studying to become a lawyer, and that's what I wanted to do. And yeah, very quickly put that on pause a year or so out of school and I've just been in this space. So yeah, I started as a school -based trainee. I then went into a bit of a finance role in the industry as well, did a little bit of marketing.

jumped over to HR. So I've kind of seen everything and then from HR I spent my most time there. Then we identified a bit of a gap in the market and jumped over in that role. I was doing a lot with school -based trainees in terms of now hiring and recruiting them, which was very full circle. And then yeah, just at that point in time, it was finding that we could probably do things a little bit better. We were working with other RTOs who were great, but

They weren't as niche as aquatics and they didn't have the capacity to deal with the volume of trainees that that business was putting through at the time. So yeah, we just took the leap of faith and I'm so glad we did. It's very cool what you guys have done coming from nothing to where you guys are now is pretty remarkable. It's been a cool journey. I've watched kind of from the fringe and not obviously directly involved at all, but just watching even your personal journey. I I met you for the first time maybe three years ago.

We met while your son was at swimming lessons at Chumside. We did, didn't we? You were out doing a side inspection. What was your role then? I probably would have been in HR doing some sort of induction or something like that. So you are almost the perfect archetype for the pathways that the industry can do. Having done a lot of the different functions. mean, that's

I mean, it kind of suits your role now, right? Like you're in general management as a job title, which has all kinds of different functions. But I think we're both parents now of young kids, are a little bit older than yours, but not that much older. looking down the road and certainly not looking that far behind ourselves on the road, our parents encouraged us to go get a degree for you. was law, for me it was business or even education. Do you think there's a level of...

almost disregard placed on our industry that we're almost seen as a transitory industry that you don't really treat it like a career. And yet we're both here and both have made and continue to enjoy careers in the aquatic space. What's your thoughts on that? Yep. I would agree with that statement. I mean, I was one of those people. joined the industry just for a short time and it was going to be my casual part -time job while I got through uni. And then that was kind of it. And I fell in love with the industry and

here I still am, but I think that's the same. Especially working with a lot of school students in my early days, it's very much a, it's a flexible job to have while I'm at uni or while I'm taking a gap year and I'm trying to figure out what I want to do. It's, look, it's an awesome industry for school students and for uni students and it's, it's awesome. It's such a flexible industry. And then you'd jump up and you'd see your mum's returning to work. My sister being one of those who looked into becoming a swim teacher.

as her boy was just getting a bit older and she wanted something to do. And then we often see people who are going into retirement but aren't quite ready to retire yet and they just want something a bit flexible. But all of those people come with the impression that it is just a really casual industry and there isn't career pathways. But as you said, here we all are. I think it just continues to amaze me the more I travel around and meet different people and, you know, get more involved in the industry. Just the amount, the...

I think it's seen as a really small and niche industry, but it's not. yeah, we get to do some really, we teach the world how to swim. It's great. It's very cool. And I mean, I don't think you were meant to do this, but even in just describing the roles that you've had, you almost covered off on a lot of them. Now, not so much the technical component of being out there, but you almost accidentally as well in terms of what AMP has on scope and those calls varying all the way from online modules through to nationally accredited courses as well. What do you think?

is the best thing that we can do as an industry to get people to respect is probably the right word in this case, respect us more as a career based industry as opposed to a, and it's okay. Like it's not to say that the casual workforce is not the right pathway either. It's necessary for some people at some moments in time. And it's a beautiful component. And that flexibility that you talk to is a good offering. But what's one thing I suppose to get the respect as a career pathway that it's not, Hey, go.

do this while you're at uni? It's a, why don't you pursue this as a career? What do you think is one thing that we can do better? That's a huge question. think, something that we've done when we're entering into schools and to combat that with school students in our early days was a lot of the businesses in this industry would offer, if they're doing traineeships or working with school students, they'll offer us to get through in sports, aquatics and recreation, which is great and obviously very relevant.

But we found just the transition from changing it to a cert three in business with a sports and rec focus, parents would get the buy -in. I think we're just not marketed as an industry where there is careers and it's professional and corporate if that's what people are after and that there is careers and it can take you all around the world. The jobs are awesome and the people are worried about.

and things like that having that the, what am I trying to say? Like the salaries and the roles and all of that is available in the industry. It's not working for $25 as a casual lifeguard and that's just kind of it. think people enter in these roles and they don't understand the vast majority of roles that even take to run a facility. They don't understand and I think the...

The gap in how to get there probably isn't what's available to people. So someone entering in as a casual lifeguard, they're not necessarily presented with the opportunities to develop themselves. So I think having programs, maybe like emerging leaders programs or roles where people can enter into develop into those roles, into facility management roles, but beyond that, and having a bit more mentorship in the industry maybe.

And I think I've been to so many career expos and things like that that I can't even, I can't remember. There's no presence of us in the industry. There's aviation, there's hospitality, there's retail. You've got, you know, the Air Force and the Navy. You've got all of the construction, we're nowhere to be seen. We're never there. There was one that I went to reasonably recently and we set up and we were there for aquatics and just people were mind blown.

and for people, swimming lessons and going to the beach or the pool or what, whatever it is, is such a core memory for people growing up and they don't realize that they can do that. And there's a career. So even just a bit more presence in events, but then also people coming on site, you've got so many people walking through your doors who are young children or going into their teenage years, talk to them about it.

You can start there, you've got your free marketing that they're there for school. You're getting paid. You're getting paid for them to be there. So promote the careers and the roles. And yeah, I think, I think our industry struggles with retention as well. And that's a huge topic in itself, but again, offering the pathways that are there and being able to develop people. I think that's where. So it's really about demonstrating the pathways, not just as a

an attraction piece to recruit, but also to retain. And that's a big part of it as well. Absolutely. And it can be expensive for people to stay in the industry. We're very qualified and very regulated in Australia, at least. And for people to stay in the industry, can be really expensive. So they're going to go get a job down the road at their local retail store. having the buy -in that they love what they do and they...

heard someone speak at a conference once and they just said, it's so important to remember you're not just a swim teacher. Please stop saying that you are a swim teacher and you teach people how to swim and that's a life -saving skill or you're not just a lifeguard. You save people's lives. Like it's, you're not just anything. And this industry is, I remember swimming it all the way growing up. And that's such a fun memory for me and where we actually change lives. And when you think about it like that, that's, it's awesome. It changes the perspective fully.

It's a very purposeful job as well. And I like to think of it as we're in the drowning prevention business, not drowning awareness, not anything like that. Not just talking about it, literally in the mechanics of drowning prevention. And that's the marvelous thing that our swim teachers do and our lifeguards do and everyone that helps run these safe facilities. And a lot of people swim for a different reason, whether it's the accessibility piece and swimming for...

literally movement. others, it's a competition and the fitness component. For others, it's just the basic life skill. And I think that's where, as a culture, you and I grew up in similar eras, and you go, we can't just take it for granted that that's what it is. I talking to someone from England the other day, her husband is English, and they went over to England, and their daughter, who's seven years old, was eclipsing the other seven -year -olds in the pool over there, or the beach or something like that.

And it's just so, it was such a natural, and the natural comment came back, that's just standard Aussie. And I think there's a level of truth to that, but I'm also concerned that we're becoming a bit complacent on that. Wade with me into a discussion here. Did you like that turn of phrase, Wade? I didn't even use chat GPT. I'm like talking like an AI now. Wade into this discussion with me, cause you opened it up for discussion around the regulated and accredited piece from a Quoll's perspective. There's two ones that I want to hit on in particular.

one possibly more controversial than the other. and I just need your help to unpack it. think, which is particularly around the swim teacher and water safety qualification, which recently changed. want a panel at the asset conference. and there was a lot of questions and we'll do some more work around that from the asset side of things. But tell me a bit about that in particular, cause you're right. Like as in having to recall.

or getting through maintaining that PD, which is a beautiful thing and the education landscape is forever changing. Tell me bit about that one. Where are we at now? And where, if you were a trained swim teacher, let's say a year ago, where are we at now? So I think a lot of people, and it's so fine, they don't have to, but they don't understand.

the realm of art, we live in our own little bubble over in the corner over here, we're a little bit weird. Where you belong in the corner. Where we belong. There's so much more that goes on for what we do and we don't just change things and make things difficult for the sake of it. And our role at Amped and what we've really tried to do is make the complex things simple. You've probably seen our really weird slogan. Is it Simplexity? Simplexity. It's a real word. I do pay attention. word.

and that's really, really what we try and do because it doesn't need to be as hard as what it's traditionally, what it's traditionally been. so in RTO land, you've got your qualifications and there we don't write those and put things there because we want to that's governed by the federal government. And there's committees that go on and these things take years to develop. and what's we, doesn't matter where, where you study and who you study, whether it's amped or somewhere else, we're all governed to the same standards and.

We complete regular audits and things like that. So when what happened back in December last year was, and it doesn't happen very often, but there was for the whole sports aquatic and recreation package, which is, I think. Or maybe 50 different, I know that wouldn't be that many 50 different units of comp, no skillsets and qualifications that come under that banner. So it's huge. It takes years. I think it took them three or four years.

It was superseded and deemed not equivalent. That doesn't happen often. It regularly happens that things are deemed superseded and equivalent, which means that there can be some gap training or it's equivalent. So it doesn't really matter. Superseded and deemed not equivalent is really a hard draw in the sand. That's it. Whatever was delivered pre this is not equivalent. I think it was very harsh for the, it was well needed. And I'm on the boat that it was well needed and the change was good.

but it hit the industry really hard because we haven't had something like that happen, at least not in my time. So it's a hard change for the industry. So then to get everyone re -qualified, I mean, it will happen. Everyone in the industry, according to the GSBO needs to be, if we're talking about swim teachers, needs to have some sort of renewal process every three years.

So if I was a swim teacher now, mean, yeah, everyone, doesn't matter who you study with. There's some sort of check -in. We don't do renewals and licensing at Ampt, which is a little bit cowboyish from what the rest of the industry do. But let's, I'll pause you on that because you want to run a role and I don't want to interrupt that. The licensing isn't a requirement. It's something that has been, I suppose, created as, if we look at it from the positive aspect, we can call it a barrier to entry.

But it's not a requirement. It's something that has been put in place by certain organizations to let's call it a point of difference or call it a buy -in from a community perspective. I wouldn't regard it as cowboyish at all. I would suggest that it's probably simplexity. Bit of innovation maybe. I think it's a removal of something that is borderline unnecessary. There's plenty of associations to be part of depending on what you want to do.

but to have a licensing program in there that when it's not required at any, I suppose, regulatory level. And you're hyper -compliant, you have to go through audits. I'm familiar a little bit with the RTI land. We got stuck into a bit of detail there that some people may go, that's good. And it certainly shows your understanding. And that's what I appreciate the most. I don't think it's cowboy shit at all. I think it's just simplicity. We're ticking the box and not just ticking the box, we're exceeding the box that says, this is what we have to do from an accredited perspective.

but we don't want to make it too complex or too unachievable for people to stay in the industry. And I think the removal of one of those constraints is actually super helpful in promoting our industry as a career path. I think that's really cool. The other thing I think that you highlighted that I want to hop on for a second, if that's okay, in this vein was around, you use the word gap training. Now this is what spun my head up there for a little while when I first started looking more at this space.

And you use the technical lingo. Let me simplify it for the listeners at home who are a like me. Maybe it's just simplifying it for myself. No, I, we talk our own little language over here. please jump in at any It demonstrates your proficiency and your expertise in it. And that's what I appreciate. And I loved what you're saying. I track with it now because every time I talk to you, I get a little bit smarter. No, I do because it helps me understand the bit for me with gap training. Cause some people use that language still. But when you talk about

the regulators deeming it not equivalent, that removes the opportunity for gap training. So correct me if I get this wrong, because you are the expert on this topic, but it's actually a full requalification process. It's not a matter of doing a top -up and, you know, the gap, the two new modules or whatever it might be coming through. You've got to get requalified. You can, so it depends, it depends per whatever the supersede not equivalent is. If you're doing say like a full qual or whatever, then that it would,

It would differ per, I would look at the new requirements and deem it not equivalent. You could do some sort of gap training, but you may as well just do the whole new thing. And that's certainly from what I've heard in the marketplace. It's easier to just do the new call again. It's a lot faster. Cause again, feedback from what I've heard is let's use the phrase gap training just for that sake of things. It's just a requalification of the new qualification.

delivery model is the only piece that's different and it's effectively being done through recognition of prior learning. So there's actually been a big load on some of the supervisors of that or the retrospective putting together and preparing that RPL package as opposed to jumping in, having fun, making new connections as well on a new call. And it's a lot faster to do it in a face to face delivery model. Yeah. If you're looking at the Learn to Swim call in particular and the lifeguard one for that matter,

The performance evidence. So when a quoll is given to us in the guidelines, you've got knowledge evidence, is knowledge, which is typically delivered to the student as like a question and answer format. And then you've got your performance evidence, which is you would, if you're in the aquatics industry, you'd be familiar with, know, your lifeguard swims and your toes and that sort of thing. So the performance evidence changed significantly in the swim teacher quoll and the lifeguard quoll for that matter. And that's why I guess.

most of the RTOs in the industry at the moment have just said, just come and do it. It's so, so vastly different. But gap training would often come in if some of the knowledge has changed. Maybe you just need to demonstrate something small, but the overhaul was quite significant. So I think as I wrap that part up before I get more confused, is in the process or has completed a myth busting document. that, where are we up to with that? Yep.

We are, it's not live yet, but we will go through and do a series on different things. I think there's a lot of re -education that can happen in the industry for everyone. I think there's a lot that people don't know and because of that are probably being stung and not even realizing it. So yeah, we just hope that we can come in and provide with the new kids on the block. we were here because we found a huge gap in the market and we want to step in and

provide re -education and whether people choose to study with us or they choose to go with other providers we don't really mind, but at least they can make a more educated decision and own their stuff and know and especially if they're in, I mean, whether you're a swim teacher and you're going through that renewing of license or re -accrediting every three years, then being educated, great, but for your facility managers and hire, I think it's really good to understand the complexities of

this side of things and having a better understanding as well, which I think helps with everything that we've spoken about in this conversation. I've got one last piece of the puzzle and your segues are phenomenal just for the record. We've done very little planning for this episode and it's a bit of a chat and that's the style of the podcast. is more chat focused as opposed to hyper formal with the issue talking notes, dear Emily, go for it. But your segue just then was phenomenal.

Now we know swim teaching is a massive part of the aquatics industry from a careers perspective and the attraction retention piece as well. The flip side to that in the aquatic space is that technical operator piece. We're here at the ARV conference. So Cathy's done a great job at the conference here. And we see a lot of technical operators, the facility management, which I suppose will be the other, let's call it a key stream or key pathway that people can come into, whether it's from lifeguarding up from there. So let's chat briefly.

about the ATO. Now, side note on this before. pool plan operators as most people call it. Yes, and that's It got a new name recently. But that's a piece because here I, for the first three months, I think every time someone said ATO, I got a little bit scared because I thought they were talking about the Australian Taxation Office. Yes. So acronym CIDI can get confusing. We've got lots of those. Yes. ATO stands for? Aquatic Technical Operator. How big is that? How many modules?

off the top of my head, it's, it's either five or six. So relatively easy qualification to attain. What's the significance? What's the important of that? And pool plan operators, what it used to be called or commercial pool operator, think at some point it's got a ton of different names. been half a dozen cracks over the years, think. Right. It'll change next week. It's all good. Next week. Are you forecasting something? Maybe. Do you know something that we don't know? Maybe. This is an exclusive. It's just turned into potentially.

Tell me about the AMP'd ATO qual. So we deliver it as a one day qual. A lot of what we try and do at AMP'd is really custom to the businesses that we work with. We've taken, again, a different approach to other people, other providers in the industry, and doing a more B2B approach. We do B2C courses, and we've got a public course calendar that people can book in at any time. But we really like to, particularly for courses like the ATO course,

do a more B2B approach so we can go in and assess the facility or the business that we're working with and provide a really customized course to that. We are coming soon, we'll also have an online component, but they're very general courses. Being able to go in to a business before the course and understand your pool plan isn't the same as the one down the road and how you run your business in terms of operationally is not the same as the other business down the road.

So being able to come in and understand that and provide training to your staff that's not just ticking a box and it's actually relevant and important to them is something that we're really proud of doing. But we've delivered the course as a one day course. We will go into the business generally, you know, the week before, a day before, depending on the circumstances and really understand your business and your plant.

and then come in and train your staff in whatever that looks like. And as I said, we've got the general course, which is providing really general. But if you've got specific equipment or different things that you use and you want training on, then we provide that as well. it's yeah, I mean, it's important. Your pool's not going to run without its pool plant working correctly. unless you want to go swim in some green.

or get burnt by some chlorine. It's not the Rio Olympics, Emily. That was, that was horrific. That was a big example of something in the very public life, but it happens all the time. So you really, has a massive focus on contextual, training. Absolutely. But I think the face -to -face piece in there seems to be a big appetite. I'm not in the RTO land, but I'm going to use the third C just for the purposes of alliteration of community, which is that face -to -face training that...

learning online still has its place. Is there anywhere, anytime kind of approach? But people are really seeking to be with other people, I think. Is that a big focus for you guys as well? Yeah, and I'll use the fourth C, COVID. changed that for us. COVID made everyone go online and everything go online. And then we just kind of lived in our houses and did everything online. I think studying, especially in this industry where it's such a face -to -face hands -on

roles, super tech doll, doing stuff online. just doesn't really hit the mark. we look, there's a place for it. And then I get it. I study uni online and I would probably get a lot better marks if I studied in person, because it gets at people buy -in and you know, you make so many more connections, but then I guess for this particular, these particular courses, like, you know, learning how to deal with different chemicals and how to put PP on correctly and doing all of that or

how to teach a swimming lesson or how to save a life. Don't know how effective that is online. All of the time there's a place for it. And there's a huge component of what we do that is online in terms of the assessment piece and everything like that, mainly for agility and for it to be a better learner experience and to save the trees. We like saving the trees here. It's very important. There's a place for it, but I think in our industry,

being face to face is really important for everything that we do. I would completely agree. I think it's super critical and particularly in that ATO space, not the tax office, the technical operator space. That is a nationally accredited course. Yes. It sits under somewhere between the cert three and the cert four in the sports and rec package. So it sits a bit higher level than most of the other skill sets. But yeah, it sits.

as a skillset, five or six, you caught me off guard there. Units of competency off the top of my head. A lot of people don't realize as well, there's actually business units in the ATO course. So when you're completing the ATO course, you're doing some BSB, which is business units that focus on work health and safety as well. it's just, it's touching on everything. It's pretty well rounded and there's a lot in there for a skillset. Brilliant. So as we bring this to a close,

We want everyone to know that there are pathways. We want our industry to be proud of the careers that we all have. And look, most of our listeners are career aquatics people. So there is that. But I suppose my encouragement would be for everyone to be proud of what we do. We aren't a transitory industry. We are a industry that is big and broad and we do make a difference to people's lives. We literally save lives. Whether it is our lifeguards or we're in that prevention piece or we're maintaining the pools that make sure people can have a good experience in the water and not a green pool.

and not chlorine burn through their eyeballs and not having... Cryptosporidium is a nice big word that I throw out there to make myself sound intelligent, but to remove the feces and how to treat water so that we don't get sick. And I think Australia's got an incredible record of doing that. We are certainly a lot more advanced chatting with people from overseas in all of those. And part of that is because the, let's call it rigorous training.

that our swim teachers have to go through the quals from the workplace health and safety perspective or the ATO perspective. So thank you for the work that you do in that space. You are incredible in terms of what you do. Two under two and still maintaining a high level job that is educating a lot of people. Starting from scratch within the industry, you are the perfect example of what career pathways can look like. And we've talked about pathways, we haven't even talked about the small business component, which is perfectly viable.

as well. I just think so much that we could go into in this space, but that's right. Well, we'll have to have you back again, perhaps on the podcast. You can pick the topic and you can come back on and plenty of stuff that I'd love to talk about. Well, we may as well get comfortable. These chairs aren't very comfortable. We'll have to find another time. And so if we want to get in touch with you or the listeners want to get in touch with you, you as a person, because you're an impressive individual or Amped Academy, how do we do that? LinkedIn, probably the best place to find us. So Amped is AMP D.

Academy, AU is our LinkedIn. and then I'm just Emily Bauer, Emily spelt normally and yeah. Bauer spelt normally too. Yep. How do you spell Bauer? B -O -W -E -R. Perfect. Not to be confused with Brower. No, yes. No, the systems in our industry, very similar, but not quite the same. Not quite. Same, same, but different. Very same. And the website.

our ampedacademy .com .au. That's ampedacademy .com .au. And our emails, email's the same, emilyandampedacademy .com .au. Jeez, thank you for those details. You're inboxing me full. Should I just give away my phone number too? No, we'll say There's plenty of people that are going to have questions and I'm more than happy to chat through that as well. And yeah. And you've got a wonderful team around you. Thank you for your insights. If you do have any questions, particularly around the water safety and swim teaching component, because that has just changed and gone through some pretty significant changes.

I'm sure you're happy to tease that out and we will make sure all our listeners get across that myth busting document when you are able to release it. You'll keep us in the loop, I'm sure. Absolutely. Well, thank you for your time, Emily. I'll let you get back to the conference and we'll catch up again soon. Thank you.