Empowering Educators: 5 Strategies for Cultivating Course Leaders and Maintaining Lecturer Satisfaction


Finding and keeping quality lecturers is paramount for the success of group courses. Whether you’re facing a shortage of educators, struggling to retain them, or seeking top-notch talent, this guide offers practical solutions to address these challenges.”

  • How to Select Lecturers
  • Where to Find Lecturers
  • Reasons Lecturers Leave or Don’t Join

Concrete Steps to Address These Three Areas

Next Step: Your first task is to write down your values. The values of your company. This will help you clarify what types of people you need. If people don’t share common values, they diverge. This is the first and fundamental principle of business.

How to Define Your Company’s Culture? As an owner or manager, select 3 to 5 people from your team and write down the qualities you appreciate in each of them and want to encourage and live by. In the end, compile three to five, or at most seven values. It doesn’t have to be a single word, but it requires a precise description.

What to Do Next? Communicate these values to your team, evaluate your current team to see if they are aligned with these values or on the path to fulfilling them. If they aren’t and cannot get on track, it’s necessary to part ways with them. They are likely toxic to others and not meeting the project’s requirements.

Conversely, during interviews or with new team members, this will quickly streamline the selection process. It’s immediately clear if a person meets the project’s requirements. Often, it’s not about experience but rather cultural fit. Skills can be developed with the right mindset.

Below is an example of what values might look like. Consider it basic inspiration. Yours should be interesting and diverse, reflecting the team members who fit best.

Example of Basic Values Note: The goal is not to create copies of the owner but diversity, so you complement each other. Imagine you are sailing to a distant island to achieve your dream; team members are like crew members. Who would you take, who would you trust, and what skills should these people have?

  1. Open Communication and Active Listening:
    • Value: We create a culture of open communication where every team member has space to express their opinions and ideas.
    • Practical Tip: Organize regular meetings where a safe environment for discussion and creativity is fostered.
  2. Focus on Diversity:
    • Value: We support equality and diversity in the workplace, where everyone feels represented and valued.
    • Practical Tip: Implement policies that promote equal opportunities for all and organize cultural sensitivity training.
  3. Flexibility and Adaptability:
    • Value: We recognize the importance of a flexible approach to work and the ability to quickly respond to changes.
    • Practical Tip: Offer remote work options, adjust working hours to employees’ needs, and encourage innovation.
  4. Responsibility:
    • Value: We build on responsibility and ethical behavior towards employees, customers, and society.
    • Practical Tip: Create clear guidelines and accountability measures to ensure ethical behavior and responsibility are upheld.
  5. Support for Personal Development and Learning:
    • Value: An attribute expected from everyone. It requires an interest in continuous development.
    • Practical Tip: Ask how your team members are developing. Provide access to educational resources, support participation in professional training, and incentivize employees to confidently learn new skills.

Three Main Reasons Why Lecturers Leave or Don’t Join

  1. Lack of Commercial Value:
    • Lecturers may leave if they don’t see sufficient commercial value in their work. Ensure fair compensation compared to their contribution to the success of the courses. Money is the lifeblood and energy of the whole business. Whether you are a nonprofit or a successful company, energy must return also in the form of money. Money is not a dirty word but an essential part. Talk directly and transparently. Lecturers will feel confident that you know what you are doing.
  2. Lack of Support and Development:
    • Lecturers look for an environment that inspires them, and people who inspire them. They can often feel frustrated if they do not sense enough support and opportunities for their professional development. Offer training, workshops, and other forms of support. Monitor each person’s vision and show them how they can fulfill it through the activities they perform.
  3. Dysfunctional Communication:
    • Incorrect or insufficient communication can lead to misunderstandings. This is probably the most common reason. Say things as they are. Ensure open and regular communication with lecturers regarding expectations and changes. If not in advance, then at least retrospectively. It doesn’t have to be perfect, but it should be human and clear. Many things can be clarified during onboarding, the first days of the lecturer at work, spend quality time and explain the world within the company as precisely as possible.

Where to Find Lecturers:

  1. Among Your Own:
    • The best lecturers come from your surroundings. They can be referrals from lecturers or clients. Or people who follow the project on social media.
  2. Online Platforms and Ads:
    • Use online platforms where you can post ads for lecturer positions. Also, consider special Facebook groups. For example, a group of women on maternity leave or city enthusiasts, etc. It’s free and more relevant than paid ads. Of course, if necessary, place information about job opportunities on specialized sites or teaching portals.
  3. Universities and Educational Institutions:
    • Visit universities and educational institutions to reach potential lecturers. Establish collaborations with pedagogical staff and look for cooperation opportunities.
  4. Community Centers and Clubs:
    • Attend events and meetings in community centers or interest areas where you can identify talented lecturers. Reach out to members of local clubs and groups focused on the topics of your courses.

To truly create a successful team of lecturers in group courses, continually seek inspiration and innovate. Don’t be afraid to experiment with new approaches and methods. Create an environment where lecturers feel supported and passionate about their work.

A final tip for owners of group courses: “Invest in relationships.” Building strong relationships with lecturers means creating a solid foundation for the long-term success of your business. Be transparent, listen to their needs, and jointly engage in the development and improvement of courses.

With this foundation, you create a team that is not just a collective group of individuals but a true partnership with the same goal – providing quality and enriching educational experiences. With these values and culture, your team of lecturers will likely become not just part of your business, but its heart and soul. Remember that the success of a group course business ultimately relies on strong relationships and team dedication.

Relationships in the realm of group courses are an invaluable key to success, but it’s important to realize that despite their importance, this is not a family picnic. Business remains a dynamic and rapidly changing environment where decisions require a rational approach. Finding the right people for the right places may be based on patience and thorough examination, but it’s also crucial to be prepared for quick and efficient removal of elements that do not contribute to the common goal. Ultimately, it’s about a balanced approach where building strong relationships does not mean blind loyalty but the ability to respond to the needs and challenges of the business environment.

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