What makes a good continuing educator?

Some thoughts from John DeLalla, writing in The EvoLLLution.  I'd add that you have to be committed to continuing education, not just in theory but in practice.  I've heard continuing educators complain when their secretary wants to take a class.  And, oh yeah, you can't think making money is bad thing for a non-profit to do, which is a little different take on number five below.

Hiring a Continuing Education Leader

Yet, who do you hire? What personality traits should you look for? What are deal-breakers? What professional background? What skills? Some general aspects I look for in my new hires include, but are not limited to, the following list: 
1. Personality: Patience, kindness and a sense of humor are leading indicators of success for staff. 
2. Communication Skills: Not just being able to draft a quick email reply, but knowing what methods to use in communication with which constituents. Texting, for example, is not as common for business executives as it is for high school students looking for a summer camp. 
3. Ability to Empathize: We often have students taking a second try at college. Being empathic to the situation, story and student is helpful. 
4. Mindset to Help: We’re generally a “helping profession” in CE. We aim to help people achieve success in their careers and personal enrichment. We’re not out to get rich. Hire helpers, not takers. 
5. Initiative: Most CE units are self-supporting. Having initiative is a huge aspect of earning enough income to cover program expenses.


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