Advising Careers Hang in the Balance

Date of Award


Degree Name

Ed.D. in Leadership for Organizations


Department of Educational Administration


Advisor: Aaliyah Baker


The study examined the high turnover rate of academic advisors at The University and focused on potential growth areas and strategies to slow down employee turnover. The study focused on conducting qualitative research around areas that may cause academic advisers to leave the field, such as pay, connection to work, relatable professional development, job satisfaction, and career mobility, to see if those play significant factors in turnover. Findings show that these factors are a major cause of employee turnover. I have generated a professional development opportunity that promotes career progression in my action research. As an English academic advisor at The University, my action plan consists of engaging the academic advisors in being a part of their professional development that can help build their resumé for potential career growth or growth in their current role. Academic advisors will have the opportunity to measure their levels of transferable skills with a list generated by the research and a focus group. Academic advisors will build their learning plan on the transferable skills they must include. I hope academic advisors take pride and accountability in building their professional development plan to further their career development. Overall, this action plan is designed to bridge the gap between qualified employees and meaningful professional development, promote connection with the university, and provide an opportunity for the administration to communicate with academic advisors.


Advising turnover Academic advisors career mobility job satisfaction retention Leadership advising profession professional development voluntary turnover compensation

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