Overview
Program Description: This program equips newer and aspiring advising directors with the skills to lead effective teams, shape advising culture, and drive student success. Through interactive modules and live cohort discussions, participants will build confidence in managing staff, assessing impact, and advancing holistic student success.
Cost: $795 per person Early-Bird Registration (ends December 1st, 2025). $895 standard registration. Space is limited.
Format: Hybrid. Four asynchronous self-paced modules, plus four live cohort discussions. Length: 24 hours total (16 hours of self-paced modules with interactive elements and faculty feedback, plus 8 hours total of live virtual discussions, no travel required). Prerequisite: None.
Schedule: February - May 2026. February (Module 1 and Discussion 1), March (Module 2 and Discussion 2), April (Module 3 and Discussion 3), and May (Module 4 and Discussion 4). Discussions will be scheduled based on the cohort's scheduling preferences, which are collected at registration.
Instructional Materials: All necessary materials are included in the course. Technology Requirements: A computer, tablet, or smartphone with internet access and a common web browser. No software needs to be purchased or downloaded. Accessibility Features: Alternate text images, supports screen readers, keyboard navigation, mobile responsiveness, color contrast, and intuitive course navigation.
Who should take
this course
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Advising directors, associate directors, assistant directors, or advising coordinators in their first 2 years in the role
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Aspiring advising leaders (e.g., senior advisors preparing for a director role)
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Academic advising professionals who are responsible for supervising staff and managing an advising function
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Institutions looking to invest in the development of their advising leadership tier
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Professionals who are committed to making advising a strategic driver of student success and retention, and who want practical tools and a chance to network and collaborate with other advising leaders
What You Will Learn
Leading Teams with Purpose, Culture, and Vision
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Define and articulate your advising office’s mission and vision to align with institutional goals.
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Build a cohesive team culture grounded in collaboration, connection, and purpose.
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Communicate expectations that foster accountability, belonging, and professional pride.
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Translate strategic goals into actionable team initiatives and measurable outcomes.
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Lead with authenticity, empathy, and credibility to inspire trust and commitment.
Managing and Motivating High-Performing Advising Staff
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Hire, onboard, and retain talented advising professionals who fit your mission and culture.
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Use coaching and feedback techniques that strengthen performance and morale.
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Design professional development pathways that promote growth and prevent burnout.
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Navigate conflict and change through transparent, empathetic leadership.
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Create structures that support shared ownership, collaboration, and continuous improvement.
Measuring Impact and Driving Continuous Improvement
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Identify key advising metrics that reflect student success and staff impact.
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Build an assessment plan that informs strategic decisions and resource allocation.
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Translate data insights into meaningful improvements in advising practice.
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Lead your office through cycles of reflection, learning, and continuous improvement.
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Communicate outcomes that demonstrate the value of advising across the institution.
Modules
Module 1: Leading Teams with Purpose, Culture, and Vision
Module 2: Managing and Motivating High-Performing Advising Staff
Module 3: Measuring Success and Managing Change for
Lasting Impact
Module 4: Expanding Your Influence and Institutional Impact
Reviews
Most supervisors do not receive their first supervisor training until their tenth year of supervising people.
Harvard Business Review
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IACET Accredited
DC Education Group is accredited by the International Accreditors for Continuing Education and Training (IACET) and offers IACET CEUs for its learning events that comply with the ANSI/IACET Continuing Education and Training Standard. IACET is recognized internationally as a standard development organization and accrediting body that promotes quality of continuing education and training.
SOME OF THE INSTITUTIONS USING OUR RESOURCES OR ONLINE TRAINING COURSES
Why your college should invest in more professional development for your advising leaders
Providing effective training programs can significantly impact the satisfaction, engagement, and overall success of employees within a student affairs team, ultimately impacting student success. Here are key reasons why high-quality training is important for employee retention:
Job Satisfaction: Student affairs employees who receive proper training are more likely to be satisfied with their jobs. Knowing that they have the skills and resources to excel in their roles enhances job satisfaction and contributes to a positive work environment.
Employee Confidence: Training builds confidence among employees by providing them with the necessary tools and knowledge. Working with students in a student affairs division is challenging work, and confident employees are more likely to take initiative, contribute ideas, and remain engaged in their work.
Retention of High Performers: College employees who are high performers are often motivated by opportunities for learning and growth. Providing them with challenging and meaningful training can help retain top talent by satisfying their desire for continuous improvement.
Cultural Alignment: Training programs can convey and reinforce the institutional culture. When employees understand and align with the student-centered values and goals of the college, they are more likely to feel a sense of belonging and commitment.
Skill Development: Training programs help employees develop the skills and knowledge necessary to perform their jobs effectively. When employees feel competent and confident in their roles, they are more likely to stay with the organization.
Increased Productivity: Well-trained employees are more productive. They can perform their tasks efficiently and contribute to the overall success of the college. Increased productivity is a positive outcome that can contribute to employee retention.
Career Development: Training opportunities signal to college employees that the institution is invested in their professional growth. When employees see a clear path for career development and advancement within the college, they are more inclined to stay and build a long-term commitment.
Talent Attraction: If you have a reputation for offering excellent training and development, you will be attractive to potential employees. This can be a competitive advantage in attracting and retaining top talent.
In summary, by fostering continuous learning and development, colleges can create an environment that supports employee retention and long-term success.
DC Education Group faculty and our course writers have no proprietary interest in any instruments, models, or materials used in this course.