Developing a staff is both an art and a science—it’s not something to be taken lightly. Building a "GREAT" staff requires years of preparation, starting at a young age to mold future instructors into what your school needs. Here’s a comprehensive guide to creating a strong, motivated team that will help your martial arts school thrive.

Start Grooming Early

To develop a capable and loyal staff, begin grooming potential instructors at a young age. I start at age 11 now, though I’ve begun as early as age 9 when necessary. Starting young allows you to shape these individuals and instill the values and skills your school needs.

Developing staff should be planned 3 to 5 years in advance. While teaching someone to kick and punch is straightforward, the real challenge lies in training them to become great motivators, confident speakers, and effective communicators. It takes years for these qualities to become second nature.

The Staff Development Formula

Here’s a tried-and-true formula I’ve used for years to develop a successful instructor team:

1. Leadership Team

  • Role: These are selected advanced students who assist in lower rank classes. They observe instructors closely, learning from a different perspective.
  • Requirements:
    • Minimum age of 11 years old.
    • Attend 100 classes as a leader (1 year minimum).
    • Maintain a regular class attendance average of 2 classes per week.
    • Attend the weekly instructor training class.
    • Be an active member of the Black Belt Club.
  • Next Step: Write an essay on why they should be promoted to “Junior Instructor.”

2. Junior Instructor

  • Role: Top leaders who demonstrate, lead warm-ups, cool-downs, and assist with basic kata.
  • Requirements:
    • Minimum rank of Black Belt (or lower if you’re a new school).
    • Teach in 100 classes as a Junior Instructor (1 year minimum).
    • Maintain a regular class attendance average of 2 classes per week.
    • Attend the weekly instructor training class.
    • Be an active member of the Black Belt Club.
  • Next Step: Apply for an exam (written and physical) to be promoted to “Assistant Instructor.”

3. Assistant Instructor

  • Role: These students can demonstrate, lead warm-ups, teach basic techniques (up to two ranks below them), and teach kata (up to two ranks below them).
  • Requirements:
    • Minimum rank of Black Belt.
    • Teach 150 classes as an Assistant Instructor (1 ½ year minimum).
    • Maintain a regular class attendance average of 2 classes per week.
    • Attend the weekly instructor training class.
    • Be an active member of the Black Belt Club.
    • Minimum age of 15 years old.
  • Next Step: Apply for an exam (written and physical) to be promoted to “Instructor.”

4. Instructor

  • Role: Ready to run classes under the supervision of a “Full Instructor” or higher. They begin receiving payment at this level.
  • Requirements:
    • Teach a minimum of 200 classes as an Instructor (1 ½ year minimum).
    • Maintain a regular class attendance average of 2 classes per week.
    • Attend the weekly instructor training class.
    • Be an active member of the Black Belt Club.
    • Minimum rank of 2nd degree Black Belt.
    • Minimum age of 18 years old.
  • Next Step: Apply for an exam (written and physical) to be promoted to “Full Instructor.”

5. Full Instructor

  • Role: Capable of running a class from start to finish, including stripe and belt testing for lower ranks. They must report to their superior, the “Chief Instructor.”
  • Requirements:
    • Minimum of 2 years as a Full Instructor.
    • Still train regularly.
    • Attend the weekly instructor training class and staff meeting.
    • Minimum rank of 3rd degree Black Belt.
    • Minimum age of 21 years old.
  • Next Step: Apply for an exam (written and physical) to be promoted to “Chief Instructor.”

6. Chief Instructor

  • Role: Cleared for everything, including testing for all ranks and writing lesson plans. This is the highest promotion available.
  • Requirements:
    • Continue regular training.
    • Attend the weekly instructor training class and staff meeting.

You can expect to get one “Chief Instructor” out of every 30 leaders you start with. The process is rigorous, but it ensures that only the most dedicated and capable individuals rise to the top.

Two Quick Notes:

  1. Continuous Flow of Leaders: Always have new leaders entering the program throughout the year to maintain a steady flow.
  2. Challenging Exams: Don’t make the exams easy. They should be difficult to ensure that those promoted are truly ready for the responsibilities of their new rank.

By investing in a robust instructor-training program, you’re setting your school up for long-term success. It’s a lot of hard work, but in 3 to 5 years, the payoff is worth it. And who knows—you might even find some free time for yourself!