Your team of educators and administrators have worked hard to ensure your continuing education course is useful for their students. All the curriculum is in place, and the instructor is ready to help his or her class achieve both academic and professional success. Sadly, all of this preparation will go to waste if you don’t market your course correctly.
If you are an education administrator, you need to consider technology in your day-to-day role. When you are trying to market or manage a course, innovative resources are available to make even the most challenging tasks a breeze. But with the rise of technology came a bit of complication. How do you know how to begin integrating the latest technology into your course?
How does your school look? We’re not referring to your buildings, grounds, or athletic fields–no, we mean your website. Your school’s website is probably the first thing that prospective students will see. Most schools have quickly acclimated to the digital age, but the existence a website is not enough. School websites need to be informative, user-friendly, and attractive. Is your website up to the challenge?
Peer pressure doesn’t have to be negative. In fact, peer influence is an unbelievably effective marketing technique. Testimonials have long been a cornerstone of marketing. Peer influence is not relegated to product reviews, either: even non-commerce sites like GoodReads and Pinterest show the impact of peer opinions. Whether you are promoting a product, a service, or a continuing education course, the effectiveness of peer influence cannot be denied.
When you first think of a brochure, you might imagine a stack of folded leaflets on a table or a pile of handbills on a desk. Believe it or not, brochures still have a prominent place in the world of online marketing. This is particularly the case when you’re trying to market a continuing education course. And while digital brochures may seem like a throwback, this online marketing tool could lead to more conversions and enrollment than you would have thought possible.
Advertisements follow us everywhere. We encounter them everywhere: billboards, televisions, magazines, even on cars. It’s no surprise that advertisers followed their audiences online. Most of us are now desensitized to most online advertisements, which can be frustrating when you are trying to market your continuing education course. Thankfully, you can still reach your target audience through content marketing–specifically, email marketing.
Continuing education courses have proven to be one of the most rewarding and efficient tools for advancing one’s career. Some professions (e.g., medical, legal) compel practitioners to take continuing education courses to keep licenses or credentials in good standing. Professional requirements notwithstanding, many employers in dynamic industries encourage their workers to stay informed on modern practices. However, this push toward education also means that more schools are offering continuing education programs. You may find it challenging to fill up classes. Utilizing data can help.
With the rise of online marketing, higher education administrators are able to spread the word about continuing education programs like never before. However, although online marketing has been consistently proven as one of the most effective and convenient avenues of promotion, it can be intimidating. Online marketing has so many different facets (content marketing, social media, etc.), that it may seem difficult to get started. Where would you begin?
The term “boot camp” traditionally has referred to basic training for new military recruits. Today, however, the concept also applies to short but intensive course offerings in continuing education programs.
Boot camps first arose in the IT sector as a means of filling the void of software development talent in Silicon Valley. A number of companies developed nine- to 12-week courses to teach students how to write code, and the programs proved extremely popular. People of all ages and from all walks of life were eager to gain skills that might net them six-figure salaries, and the companies turned away more than 80 percent of potential enrollees as the class rapidly filled up.
Now many colleges and universities are hoping to tap into the success of boot camps. Schools ranging from the University of Texas at Austin to Baker University (a private Methodist school located in Baldwin City, Kan.) are offering boot camps for aspiring software engineers. And more programs are cropping up all the time. The University of Minnesota’s College of Continuing Education just announced that it would be launching 24-week Coding Boot Camp in November.
Some schools developing boot camps already have strong IT departments, while others must find instructors who are qualified to teach programming. Many boot camp programs are online only, while others incorporate a classroom component.
And the concept is extending beyond IT-related disciplines. Oregon State University offers a Grammar Boot Camp, and Arizona State has developed a program on strategic planning for nonprofit professionals and volunteers. Ramapo College even offers a Retirement Boot Camp for Boomers — a three-night course on financial management, estate planning and insurance.
Although businesses and professional associations started the boot camp trend, market analysts say colleges and universities are well-positioned to both capitalize on and advance the concept. Schools have well-developed processes for attracting students, as well as infrastructure investments in both online and classroom learning. In addition, continuing education programs in institutions of higher education are often more innovative than traditional degree programs, providing room to experiment with new models.
Boot camps are typically priced in the $10,000 to $15,000 range, and targeted at working professionals seeking to add to their skills or change careers. By building upon the boot camp concept, schools can gain a new revenue stream, provide learners with effective training and develop a skilled workforce to meet the needs of industry.
If you are experimenting with new models of continuing education delivery drop us a line or contact us. We enjoy sharing best practices and meeting industry innovators.
My Aunt served for over 50 years as an Administrative Professional. She was a secretary in a large law firm. They had a nice tradition of taking the staff out to a special restaurant on Administrative Professionals Day. The law firm hired limos and all the lawyers and secretaries would join for a special luncheon at the same place each year. I know my Aunt always looked forward to this day as did the other secretaries in the office.
This might not be the right kind of celebration for your office, so we compiled a list of great ways to say thank you to your staff members that can be used on any day of the year.
- Your website pages are a great place to share your appreciation for staff members. Dedicating a portion of the website to celebrate staff is a nice way to share recognition. This is also true for your social media sites. A shout out post recognizing accomplishments that happen in the moment allows the world to recognize your staff’s achievements.
- Create a “Gratitude Tree”. This is a tree or object that allows your employees to do peer to peer recognition. Small notes of gratitude for a job well done can be attached to the tree and enjoyed by all. Placement of your gratitude tree can be almost anywhere employees gather. For design ideas on how to make a gratitude tree search Pinterest.
- Call a “Thank You Meeting”. Invite an employee into your office just to say thank you! Don’t discuss other issues just focus on their accomplishment and how you feel it was important.
- Standing Ovation. In a previous management role, this was one of my favorites ways to say thank you. I would craft a certificate of appreciation for the employee and gather team members to join me in presenting the certificate with a standing ovation and song at the employee workspace. We all left energized and inspired ready to conquer the next tasks of the day. Back then I had a boom-box that would play an appropriate victory song. Now you could use your cell phone connected to a portable speaker for the occasion.
- Projects they love. Taking time to learn about what your employee love best at work can have huge payoffs. Thank your employee for their accomplishment and ask them to help with a special project. By recognizing their unique strengths, creativity and contributions to the work that they do you can provide a vehicle for enhanced engagement and even greater works for this employee.
- Make an Introduction. Introduce your employee to a VIP in your organization. In your introduction explain to the VIP the employee’s contributions and have a suggestion of how the employee can help the institution or VIP with some current issue.
- The Gift of Education. What could be better than rewarding the employee with the time and investment for an educational opportunity. You are sending the message that you care and want to invest in their professional development and that they are an asset to your organization.
However, you choose to say thank you do it often. It is always more appreciated then we realize.
“Good manners are cost effective. They not only increase the quality of life in the workplace, they contribute to employee morale, embellish the company image, and play a major role in generating profit.” Letitia Baldrige
Letitia Baldrige was an American etiquette expert, public relations executive and author who was most famous for serving as Jacqueline Kennedy’s Social Secretary.