Tag: Modern

  • modern families, global goals, and smarter choices

    modern families, global goals, and smarter choices

    Families across urban and developing towns are going beyond conventional definition of education, facilitating change in the Indian education system. The focus has shifted from academic success to quality education, international exposure, and overall growth that prepare the future generation for a globally interconnected ‍​‌‍​‍‌​‍​‌‍​‍‌world.

    A few decades ago, families were typically larger; with primary focus was on basic education and job security. With a progressive mindset, today’s nuclear families are engaged investing in premium schooling, digital learning, and global opportunities that enhance their children’s competitiveness.

    This transformation signifies a profound mindset. Today’s students and parents both think beyond geographical boundaries and basic qualifications. They meticulously evaluate international opportunities that enhance academic excellence, long-term career goals, and global relevance.

    Dining table conversations revolve around questions such as:

    • Which destination offers the best return on educational investment?
    • What scholarship or post-study work opportunities are available?
    • Which academic pathway leads to sustainable and globally recognised careers?

    Studying abroad have risen because of limited domestic seats, global exposure and highly paid career prospects. However, rising costs, currency risks and stricter visa rules of some countries are shifting preferences toward value destinations – Europe and Asia. Intellectual families now prioritise financial planning, ROI and strong support systems.

    Today’s students and parents both think beyond geographical boundaries and basic qualifications

    With these rapidly growing aspirations, need for reliable, ethical, and expert guidance has become paramount. This is an area where Landmark Global Learning Limited has established a distinct reputation. With extensive experience and deep understanding of international education system, Landmark provides transparent, personalised, and result-oriented guidance tailored for every candidate. The services range from course selection and financial planning to visa support, and pre-departure orientation ensures students received quality education and long-term success.

    Simultaneously, India’s international education and recruitment landscape is also witnessing a paradigm shift. The focus has moved beyond volume-driven enrolments to meaningful outcomes and majorly student well-being. Both universities and agencies emphasise authenticity, transparency, and tailored support. Indian students are exploring the UK, Canada, and Australia to emerging hubs across Europe and Asia.

    As global connections strengthen, this shift is vital to understand. India’s growing middle class, wider digital access, and strong respect for education are transforming how international institutions connect with and respond to Indian students. In recent years, more Indian students are choosing to study overseas. As per the Ministry of External Affairs, over 1.8 million Indian students are abroad in 2025, compared to around 1.3 million just two years earlier.

    Nowadays,​‍​‌‍​‍‌​‍​‌‍​‍‌ students are not only pursuing degrees, but they are also cultivating skills and mindsets that align with a rapidly changing borderless world. In such moments, trusted partners such as Landmark Global Learning Limited are instrumental in making a difference.

    By providing organised support, genuine mentorship, and a transparent path to quality international education, Landmark connects aspirations with guidance. For thousands of young Indians, it represents more than overseas study; it signifies assurance, opportunity, and the conviction that global education is not a privilege but an achievable ‍​‌‍​‍‌​‍​‌‍​‍‌goal.       

                                            

    About the author: Jasmeet Singh Bhatia is the founder and director of Landmark Immigration, with over 18 years of experience in international education and immigration consulting. A trusted study visa expert and PR strategist, he has mentored thousands of students in achieving their academic and career goals abroad. Known for his principle-based approach and strong industry partnerships, he continues to shape global futures through personalised guidance and strategic insight. 

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  • How the manufactured narrative of ‘failure’ is distracting us from resolving the systemic problems holding back the study of Modern Languages – Part 2. 

    How the manufactured narrative of ‘failure’ is distracting us from resolving the systemic problems holding back the study of Modern Languages – Part 2. 

    This post was kindly written by Vincent Everett, who is head of languages in a comprehensive school and sixth form in Norfolk. He blogs as The Nice Man Who Teaches Languages. 

    In Part 1, I looked at how the low grades given at GCSE languages – up to a grade lower than in pupils’ other subjects – is a manufactured situation, easily solved at the stroke of a pen. The narrative around languages being harder is nothing to do with the content of the course or the difficulty of the exam. It is simply a historical anomaly of how the grades are allocated. There is also a false narrative that this unfair grading is due to pupils’ individual ability, the nation’s ability, or the quality of teaching. And I made a subtle plea for commentators to avoid reinforcing this narrative to push their own diagnosis or solutions. 

    In Part 2, I will consider what happens in post-16 language learning. This has also been the subject of reporting in the wake of A-Level results and the recent HEPI report. I am not going to deny that A-Level languages are in crisis. But the crisis in A-Level and the crisis of language learning post-16 are not one and the same. 

    There are specific problems with the current A-Level specification for languages. The amount of content to be studied, comprising recondite details of every aspect of the Spanish / French / German speaking world, is unmanageable. Worse, as this post explains, the content is out of kilter with the exam. All the encyclopaedic knowledge of politics, history, popular culture and high culture which takes up the bulk of the course, is ultimately only required for one question in just one part of the Speaking Exam. The difficulty of the course is compounded by the extremely high standards required, especially for students who have learned their language in the school context. I personally know of language teachers and college leaders who have discouraged their own children from taking A-Level languages in order not to jeopardise their grades for university application. It is getting to the point where I can no longer, in good conscience, let ambitious students embark on the course without warning them of the overwhelming workload and doubtful outcomes. 

    So A-Level could be improved. But as an academic course, it will always remain the domain of a tiny few. Similarly, specialist Philology degrees at university – the academic study of the language through the intersection of literary and textual criticism, linguistics and the history of the language – only attract a very small minority. Neither university language degrees, nor A-Level, are a mainstream language learning pathway. 

    It is a particularly British mentality to only value language learning if its intellectual heft is boosted by the inclusion of essays, abstruse grammar, linguistics, literature, politics, history, and a study of culture. In other words, philology. Philology is not the same as language learning.  

    Universities do offer language learning opportunities for students of other disciplines. However, in sixth form, because of the funding requirement to offer Level 3 courses, there are no mainstream language learning options available to the vast majority of students who do not study A-Level languages. We have a gap in 16-19 provision where colleges do not offer a mainstream language learning pathway. 

    This gap is fatal to language study. It means GCSE is seen as a dead-end. It means that universities have a tiny pool of students ready and able to take up language degrees or degrees with languages as a component. 

    The crisis is not one of how to channel more people into studying A-Level languages. It is a question of finding radical new ways of offering mainstream language learning post-16, and how to make this the norm. We know from the HEPI report that young people in the UK are among the most avid users of the online language learning app Duolingo. Young people are choosing to engage with language learning, but in terms of formal education, we are leaving a two-year gap between GCSE and the opportunities offered by universities. 

    If this hiatus in language learning is the problem, is there a solution? I have two suggestions. One of which is relatively easy, if we agree that action is needed. If universities genuinely believe that a language is an asset, then they could send a powerful message to potential applicants. 

    Going to university means joining an international organisation, including the possibility of studying abroad, using languages for research, engaging with other students from across the globe, and quite possibly taking a language course while at university. The British Academy reports that universities are calling for language skills across research disciplines, so I hope that they would be able to send a strong message to students in schools and colleges. 

    The message around applications and admissions could be that evidence of studying a language or languages post-16 is something that universities look for. At the very least, they could signal that an interest in self-directed language learning is something they would value. 

    I understand that most universities would stop short of making a qualification in a language a formal entry requirement, because they fear it could exclude many applicants, especially those from disadvantaged groups. But a strong message could help reverse the situation where language learning opportunities are currently denied to many under-privileged school pupils, who aren’t getting the message around the value of pursuing a language. 

    And my second, more difficult suggestion? Would it be possible to plug the two-year gap with a provision at sixth form or college? An app such as Duolingo has attractions. There is the flexibility and independence of study, as well as the focus on motivation by level of learning, hours of study or points scored. It is very difficult to imagine how a sixth form or college could provide language classes for their varied intake from schools, with different language learning experiences in different languages. 

    Is there scope here for a new Oak Academy to step in and create resources? Or for the government to commission resources from an educational technology provider? Is there a role for universities here? The inspiring Languages for All project shows what can happen when a university engages with local schools to identify and tackle obstacles to language learning. The pilot saw Royal Holloway University working with schools across Hounslow, to increase participation at A-Level in a mutually beneficial partnership. Many of the strategies could equally apply to more mainstream (non A-Level) language learning partnerships. These included strong messaging, co-ordinated collaboration between colleges, face-to-face sessions and events at the university, and deployment of university students as mentors. 

    The aim would be to transform the landscape. Currently we have a dead-end GCSE where unfair grading serves as a deterrent, and where there is no mainstream option to make continuing with language learning the norm. A strong message from universities, along with an end to unfair grading, could make a big difference to uptake at GCSE. A realisation that A-Level and specialist philology degrees are not sufficient for the language learning needs of the country could lead to alternative, imaginative and joined-up options post-16. It could also boost the provision or recognition of self-study of a language and may even lead to the reinvigoration of adult education or university outreach language classes. And it could even see a larger pool of candidates for philology degrees at university. 

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  • Unis need modern tech for flexible courses – Campus Review

    Unis need modern tech for flexible courses – Campus Review

    Calls for universities to offer shorter, more flexible courses that meet the demands of Australia’s future economy must be met with better technology management, according to sector voices from a leading software company.

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  • How the manufactured narrative of “failure” is distracting us from resolving the systemic problems holding back the study of Modern Languages – Part One.

    How the manufactured narrative of “failure” is distracting us from resolving the systemic problems holding back the study of Modern Languages – Part One.

    Author:
    Vincent Everett

    Published:

    This post was kindly written by Vincent Everett, who is head of languages in a comprehensive school and sixth form in Norfolk. He blogs as The Nice Man Who Teaches Languages at https://whoteacheslanguages.blogspot.com.

    We have to bring an end to the Culture Wars in “Modern Foreign Languages” in England. Since 2019 we have been convulsed in an internecine political fight over whether our subject is about Communication or Intellectual Conceptualisation. Of course, it’s both. The same goes for Literature, Linguistics, Content Integrated Language Learning (CLIL), and Culture. Likewise, we can encompass transactional travel language, personal expression, professional proficiency, creative or academic language. Teachers have all of these on their radar, and make decisions on how to select and integrate them on a daily basis.

    Our subject benefits from the richness of all these ingredients, and to privilege one or to exclude others, is to make us all the poorer. Teachers work in the rich and messy overlap between Grammar and Communication, engaging with pupils at every stage through their encounters with and progression through another language.

    Meanwhile, we have allowed the culture wars to allow us to be distracted from the very real problems facing our subject. The first is unfair grading at GCSE. The allocation of grades in languages is harsher than in their other subjects. Above a grade 3, this widens to a whole grade’s difference compared to a subject like History.

    The narrative that it is harder to succeed in languages is accurate. Not because of the difficulty of the course content or the exams, but because of the determination of the allocation of grades. It’s not accurate to say that this is a reflection of pupils’ progress or the quality of teaching compared to other subjects. That calibration has not been made. In fact, grades are not calibrated one subject to another. The only calibration that is made, is to perpetuate grading within the subject year on year.

    This was most famously set up in advance when we moved to a new GCSE in 2018. The unfair grading of the old GCSE was carefully and deliberately transferred across to the new GCSE. So pupils taking the new course and the new exam, even though it was proposed to be a better course and a better exam, had no chance of showing they could get better grades. Furthermore, where under the old A-G grading system, the difference between languages and other subjects had been around half a grade, the new 9-1 grading meant that the difference in the key area of grades 4 and above, was now stretched to a whole grade, because of the way the old grades were mapped onto the new ones.

    The lower grades given out in languages are a strong disincentive for take up at GCSE. There is the accurate narrative that pupils will score a lower grade if they pick languages, which acts as a deterrent not only for pupils, but also for schools. One way to score higher in league tables is to have fewer pupils taking MFL. There is also the inaccurate narrative that this is a reflection of the pupils’ own ability, the nation’s ability, or the quality of teaching. The allocation of grades is a historical anomaly perpetuated year-on-year, not a reflection of actual achievement.

    This is the biggest issue facing modern languages. It would also be the easiest to fix. Grade boundaries in other subjects are used in order to bring standards in to line. If an exam is too easy  or too hard, and many pupils score a high mark or a low mark, the grade boundaries are used to make sure the correct number of pupils get the grade. Except, that is, in modern languages, where the thresholds are used to make sure that grades are out of line with other subjects. Imagine if languages grades were allocated in line with other subjects, would there be a clamour of voices insisting they should be made more difficult?

    There is a very real danger of misinterpreting this manufactured narrative of “failure” in languages. It features in every report or proposal, but often instead of identifying it as an artificial anomaly, it is used to diagnose a deficit and prescribe a solution. Often this is a solution taken from the culture wars, ignoring the fact that schools and teachers are already expertly blending and balancing the elements of our subject.

    Unfair grading at GCSE is the greatest of our problems, and the easiest to sort out. In Part 2, I shall look at the trickier question of what happens post-16.

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  • Life at a modern university in 2025: the changing nature of study

    Life at a modern university in 2025: the changing nature of study

    This blog was kindly authored by Rachel Hewitt, Chief Executive, MillionPlus, the Association of Modern Universities

    Every year, surveys like HEPI’s Student Academic Experience Survey offer a snapshot of university life. But behind the charts and statistics is a changing story about what higher education looks like, especially at modern universities. These institutions are showing that studying in 2025 rarely follows a single, conventional route.

    Modern universities have long been known for their openness and ties to local communities. Now, they are also shaping a very different kind of student journey—one that does not always follow the traditional three-year residential degree. Instead, it reflects the realities of a diverse student body: people working while studying, commuting from home, caring for family, or building new careers later in life.

    Beyond the “traditional” student

    For many students at modern universities, higher education is less about stepping away from life for three years and more about weaving learning into a busy, complicated existence. As the Student Academic Experience Survey shows, almost half (45%) of modern university students are in paid employment—often out of necessity, not choice. Many are parents, carers, or career-changers. For these students, study isn’t a bubble; it’s one delicate strand in a web of responsibilities.

    For some, this results in a very different kind of campus life: less time spent living in halls, more commuting (40% travel over 10 miles) and a stronger pull between work, family and academic priorities.

    New models of participation

    While financial pressures for students and wider society remain acute—38% of students who need work can’t find it, and 30% say cost-of-living concerns affect their ability to focus—modern universities are adapting their teaching and support models. Many now offer blended delivery, intensive block teaching, alongside established flexible provision such as degree apprenticeships and part-time study. These approaches allow students to earn, care, and live at home while progressing towards qualifications.

    Supporting non-traditional students

    This is a student population that remains deeply committed to learning. Despite all the pressures, modern university students show up, participate, and persist. Approaching a fifth of students has caring responsibilities, comfortably higher than their peers at older institutions. Some 40% report that their tutors actively encourage class discussion and help them explore personal areas of interest. They value that their feedback is accessible and constructive, helping them improve and stay on track.

    While their circumstances may be more complex, their commitment to learning is strong. These students also place a high value on being heard and report a sense of belonging, often shaped by feeling that their opinions matter and that support services are there when needed. These aren’t just “nice to haves”—they’re essential in a system where so many are juggling competing demands.

    Their experience may look different from the “classic” university model, but it is no less valid.

    For institutions, the challenge is that this is all happening against a backdrop of unsustainable finances, with their resources being stretched increasingly thinly.

    The financial strain on universities

    While much of the conversation around student experience rightly focuses on individuals, universities across the sector are also under growing pressure, the reasons for which are by now well established. Modern universities typically receive less research funding and fewer philanthropic donations than many of their older counterparts, with their international student income potentially next on the chopping block if the government follows through on its proposed levy.

    They also face higher staff costs, with significant increases in pensions cost (recent changes to the Teachers’ Pension Scheme which modern universities are bound to offer are estimated to cost the sector £125 million per year) and this year are facing an 11% fall in Office for Students recurrent grants, compared to 5% at pre-92s. This is coupled with recent defunding of Level 7 apprenticeships, provision into which many modern universities had put significant investment to support the skills system. Yet they educate a high proportion of students from disadvantaged or underrepresented backgrounds, often with greater support needs.

    Balancing quality education with constrained budgets is becoming increasingly unsustainable. The financial model that underpins higher education in the UK is coming apart at the seams. These universities are doing vital work—widening participation, supporting local economies, and offering first and second chances—but they’re being asked to do more with less.

    The case for a new funding model

    The current system is simply not fit for purpose. If modern universities are to continue serving their students effectively—and if those students are to thrive—there needs to be a shift in how higher education is funded. This could mean more targeted government support, reforms to tuition fee and maintenance structures, or increased investment in student support services. In order to maintain a world-leading higher education sector, vital to help meet the government’s stated goals, there must be a clear strategy for higher education from Westminster and Holyrood. The sector waits in hope for the government’s promised HE reform package.

    Without change, inequality will be further entrenched and institutions that play a crucial role in social mobility will be immeasurably lessened. In 2025, with the support of their institutions, modern university students are doing everything they can to succeed. It’s time the system worked just as hard for them.

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  • How Higher Ed Marketers Can Reach the Modern Learner with Video

    How Higher Ed Marketers Can Reach the Modern Learner with Video

    Video Content Creation: Paid & Organic Strategies That Work 

    We’ve all seen the data: attention spans are shorter, competition for screen time is fierce and the Modern Learner expects a different kind of engagement. They crave content that’s authentic, dynamic and personal – and they’re scrolling past anything that feels like a generic ad.

    EducationDynamics’ latest Engaging the Modern Learner Report confirms this: while platform preferences vary by age and learning style, the one constant is a demand for immersive, visually rich short-form video content. Most students engage daily across multiple platforms, drawn to experiences that are as dynamic as they are informative.

    So, how do you cut through the noise and prove ROI in the digital environment that demands both innovation and efficiency? The answer is leveraging video marketing as a central pillar of your brand and reputation strategy to drive enrollment.

    Explore how to create a strategic video marketing strategy that not only captures attention but also nurtures students from first impression to enrollment.

    Why Video Marketing Works in Higher Education

    Video is a fundamental part of how people consume information and make decisions. In 2024, the average user watched a staggering 17 hours of online video content per week and that number continues to climb. For higher education, this means meeting prospective students where they are—on platforms like TikTok, Instagram and YouTube.

    These platforms are the new frontier for student recruitment, especially with the explosion of short-form video. With nearly 80% of U.S. consumers preferring to watch on their smartphones, the vertical format, quick entertainment and algorithmic reach of platforms like TikTok, Instagram Reels and YouTube Shorts make them ideal for grabbing attention in seconds.

    Marketers are taking notice of video’s power. Data shows:

    • 74% of video marketers say videos drive the most engagement on social media. 
    • Short-form video delivers the highest ROI compared to other marketing trends. 
    • It is expected to receive the most investment in 2025, especially in education, retail and tech industries. 

    Short-form video is one of the strongest tools in your marketing mix, capable of cutting through the noise and sparking genuine engagement. In a world where students spend 17 hours a week consuming video, grabbing even five seconds of their attention is a meaningful opportunity. The key is making that moment count.

    According to our own analysis in the latest Landscape of Higher Education Report, 35% of education website visits start with organic search—proof that discoverability multiplies the value of your video. When short-form content is connected to both organic and paid strategies, it doesn’t just capture attention; it guides students from first impression to enrollment decision.

    The Benefits of Video – Paid & Organic 

    Paid Video Content 

    Video ads stand out in crowded feeds. Unlike static images or carousel posts, video grabs attention through movement, sound and storytelling. With tools like Meta Ads Manager and TikTok Ads, brands can now target hyper-specific audiences with tailored messaging – delivered via immersive, full-screen video experiences.  

    Benefits: 

    • Higher click through rates than static ads 
    • Ability to tell stories, show product use, or highlight real people 
    • Increase brand recall by using audio, visuals and emotions together 
    • Great for retargeting campaigns, especially when optimized with engaging hooks and calls to action 

    Organic Video Content 

    Organic video content emphasizes authenticity and community. It’s less about polish and more about relatability — behind-the-scenes moments, student stories or candid campus life. These video marketing strategies build trust and long-term engagement, making them powerful tools for enrollment marketing and student recruitment.

    Why it works: 

    • Improves SEO by increasing time-on-page 
    • Boosts algorithmic reach on platforms like Instagram and TikTok 
    • Drives repeat engagement and builds emotional connection 

    Best Practices for Paid vs. Organic Video 

    • Keep it short. People are scrolling fast; we want to make an impact quickly. Every second is geared towards driving action. 
    • Brand quickly. Use your colors fonts and logo in the first few seconds. Viewers should recognize your brand immediately – even with the sound off. 
    • Include a CTA. Every ad should include a direct action: “Apply Now,” “Learn More,” or “Sign Up Today” 

    Building a Video Marketing Strategy that Impacts the Entire Funnel

    Video content marketing is one of the few tools that can guide a prospective student from first impression to enrollment decision. To maximize impact, institutions need a funnel built around higher education marketing strategies that meet students where they are.

    Awareness: Sparking Interest

    At this stage, students are just starting to explore their options and your goal is to spark interest.

    • Goal: Reach new audiences and build familiarity. 
    • Content: Short, shareable videos that grab attention quickly. 
    • Example: A trending audio track paired with clips of dorms, campus events and happy students. For a public university, this might be a 15-second TikTok showing the vibrant campus energy on a game day.

    Consideration: Standing Out from the Competition

     Now they’re weighing their choices and you want to stand out.

    • Goal: Educate and differentiate from competitors. 
    • Content: Program highlights, student success stories and value callouts. 
    • Example: A 30-second clip of a recent grad from your nursing program talking about how your clinical partnerships helped them land a job in a top hospital.
    • Pro Tip: EducationDynamics’ Engaging the Modern Learner Report shows that videos on TikTok and LinkedIn have a particularly strong influence on students’ school selection. Strategically placing content on these platforms ensures it reaches students at the moments that matter most.

    Lead Generation: Driving Action

    This is the moment to be clear and actionable.

    • Goal: Drive action. 
    • Content: Deadline reminders, application steps and clear, direct messaging. 
    • Example: A concise video ad titled “3 Days Left to Apply: Here’s How,” featuring a direct link to the application portal.

    The key is sequencing: sharing the right type of video at the right time, on the platforms where your audience is most active. When done well, a video funnel doesn’t just catch attention. It builds trust, nurtures interest and guides students toward taking the next step.

    Video Platform Tips & Attention Spans 

    Not all platforms reward video the same way and audience behavior changes depending on where they’re watching. To maximize results, adapt your video marketing strategy to each channel by tailoring both length and style. Here’s how to optimize:

    • Long-form videos perform well on LinkedIn. 
    • Reels and TikToks should stay under 30 seconds. 
    • On Facebook, the average attention span is 2 seconds – hook viewers immediately. 
    • Use captions for accessibility and to reach viewers watching without sound. 
    • Popular aspect ratios are 9:16 or 1:1. 
    • Use trending audio when relevant. 
    • Use engaging thumbnails and headlines. 

    A Word on Memes (for Organic) 

    Yes, memes. They might seem casual, but in the right context they can be powerful tools for connecting with students. Today’s learners are fluent in meme culture and meeting them where they are can make your brand feel more approachable and relatable.

    Memes are effective because: 

    • They feel familiar and fun 
    • They increase watch time and engagement 
    • They let you communicate messages (like deadlines or events) in unexpected ways. 

    When thoughtfully woven into your video marketing strategy, memes can add personality and make your institution feel more approachable — a subtle yet powerful way to support student recruitment. The key is staying on-brand and avoiding content that could be misinterpreted.

    Tools for Video Creation 

    • CapCut – Templates for quick, customizable videos. 
    • Canva – User-friendly, versatile, intuitive editing. 
    • Adobe Express – More advanced creative control. 

    If your university provides B-roll, use it—it instantly adds authenticity and grounds your content in your campus story. And before you hit publish, double-check each platform’s “safe zones” so headlines, calls-to-action and visuals land exactly where viewers can see them. Small details like this can be the difference between a video that blends in and one that captures attention.

    Performance Metrics to Track 

    Whether running paid or organic campaigns, success in video content marketing depends on tracking the right metrics:

    • Views – How many people are watching. 
    • Engagement – Clicks, likes and comments. 
    • Watch Time – Are they sticking around? 
    • Shares – A powerful driver of awareness.

    Investing in your video strategy is an investment in your future students. Modern Learners expect content that is dynamic, engaging and tailored to how they explore, evaluate and make decisions about education. Short-form videos and authentic storytelling aren’t optional anymore. They are essential for capturing attention and building meaningful connections.

    At EducationDynamics, our marketing and creative teams specialize in higher education marketing strategies that integrate video content marketing across channels to boost visibility, engagement and enrollment outcomes. Whether you’re looking for a higher education marketing agency to manage a comprehensive video marketing strategy or simply seeking inspiration from the latest video marketing examples, we help institutions connect the right message to the right student at the right time.

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  • How modern HR tools are helping higher education adapt – Campus Review

    How modern HR tools are helping higher education adapt – Campus Review

    As budget cuts continue to ripple across the education sector, many institutions are being forced to reassess how they manage their workforce. From widespread restructures to heavier workloads, staff are feeling the strain.

    Some academics are now working the equivalent of nine-hour days, 365 days a year. At the same time, some institutions are making difficult staffing decisions in response to multi-million dollar funding gaps.

    These pressures are compounding existing workforce challenges. Human resource (HR) and payroll teams are navigating complex employment arrangements, evolving compliance requirements, and increasing scrutiny around underpayment.

    Without the right systems in place, even minor errors can have significant consequences.

    The limitations of outdated systems

    For many universities and TAFEs, HR and payroll systems haven’t kept pace with the realities of modern education. What may have once worked for a more stable, less fragmented workforce is now creating unnecessary complexity.

    When systems aren’t integrated, data is difficult to reconcile and even harder to act on. Payroll teams are left cross-checking spreadsheets, while HR teams struggle to track performance, training, and entitlements across multiple roles and contracts.

    Manual processes create more room for error, and a lack of visibility makes it harder to ensure compliance. According to McKinsey, automating finance processes can free up 30 to 40 per cent of a team’s capacity.

    Disparate platforms also limit the experience for staff. Employees struggle to access their information, update details, or understand how their workload impacts their pay and entitlements. In a climate where staff are already stretched, that lack of clarity can further impact morale and retention.

    A smarter approach to HR and payroll

    Education providers are turning to integrated enterprise resource planning (ERP) software to automate tasks like timesheet management, onboarding, and performance tracking, thereby freeing up teams to focus on more strategic work.

    We have identified eight benefits of an integrated HR and payroll solution. Payroll becomes more accurate, compliance becomes easier to manage, and leaders gain clearer insights into workforce trends.

    How institutions are making it work

    While workforce challenges persist across the sector, some institutions are proving that the right technology can deliver meaningful change.

    Instead of relying on fragmented systems, organisations like GOTAFE and Victoria University have shown how ERP software, like TechnologyOne’s, can play a critical role in improving payroll accuracy, streamlining HR tasks, and boosting overall efficiency and decision-making.

    These are just two recent TechnologyOne success stories among many, but their experiences reflect a broader shift happening across the sector. More institutions are recognising the value of embracing ERP software that can grow with them.

    How GOTAFE transformed payroll and people management

    We recently saw this shift in action at GOTAFE, which replaced its ageing payroll system with TechnologyOne’s modern enterprise software.

    By moving to our Human Resources & Payroll product, GOTAFE was able to unify its systems and reduce its reliance on manual processes. Staff could manage leave and payslips through self-service tools, while HR teams gained real-time insights into workforce activity and performance.

    The improvements were significant. Contract generation dropped from four days to five minutes. Workforce reports that once took weeks could now be produced in two days. These changes helped the organisation make faster, more informed decisions and improve the employee experience.

    Importantly, the shift was also cultural. GOTAFE moved away from customising the platform to match legacy processes, instead adopting standard functionality to unlock ongoing improvements.

    The result is a more agile, data-driven workforce environment that supports both staff needs and strategic planning.

    Read more about the GOTAFE story here.

    Victoria University improves student experience

    Victoria University recently completed a major digital transformation, replacing legacy platforms with a single enterprise solution with TechnologyOne’s OneEducation. While the project was initially focused on improving the student experience, the impact on staff productivity, reporting, and decision-making has been just as significant.

    Before the shift, the university was operating across a patchwork of disconnected systems. Frequent outages and manual workarounds meant that staff were spending more time managing technology than using it effectively. Reporting was cumbersome, making it difficult to generate insights or respond to changes with confidence.

    By unifying core systems across student management, finance, and scheduling, Victoria University has created a more connected environment for both staff and students. Manual tasks have been replaced with automated workflows. Reporting is no longer a reactive process but an embedded part of everyday decision-making.

    Overall, the university fixed nearly 180 pain points. The result is a more agile workforce environment where time is spent on higher-value work and institutional knowledge is easier to share and act on.

    You can find out more about Victoria University’s transformation here.

    Embrace the future of education software

    From shifting compliance requirements to the increasing complexity of workforce management, legacy systems are no longer equipped to support long-term success.

    Modern enterprise platforms are changing that. In an environment where every hour counts, the ability to streamline tasks and remove administrative roadblocks makes a real difference.

    The next generation of education software is already here. Institutions that embrace it will be better positioned to support their people, respond to challenges, and plan with confidence.

    Invest in TechnologyOne’s Human Resources & Payroll today

    TechnologyOne Human Resources & Payroll (HRP), part of our OneEducation solution, provides universities with real-time workforce insights, automated payroll processing, and self-service HR tools.

    Designed for the unique needs of higher education, it streamlines recruitment, onboarding, and workforce planning, helping institutions manage staff efficiently while ensuring compliance.

    Adapt, evolve, and stay ahead with a solution built for the future of education.

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  • The complex dynamics of principal turnover in modern educational institutions

    The complex dynamics of principal turnover in modern educational institutions

    Key points:

    The departure and replacement of school principals represents one of the most significant organizational changes within educational institutions, creating ripple effects that permeate every aspect of school operations. This phenomenon, increasingly prevalent in contemporary education systems, deserves thorough examination for its profound impact on institutional effectiveness, academic achievement, and organizational stability.

    When a principal exits an educational institution, the immediate effects reverberate throughout the entire school system. The administrative vacuum extends far beyond mere personnel changes, as new principals invariably bring distinct leadership philosophies, strategic priorities, and management approaches that can fundamentally reshape the school’s operational framework. Current research in educational leadership suggests that schools typically require between three to five years to fully stabilize following leadership transitions, indicating that frequent turnover can trap institutions in continuous cycles of adjustment and reorganization.

    The principal’s role transcends traditional administrative leadership, functioning as the cultural architect of the school community. During leadership transitions, the delicate fabric of established relationships between administration, faculty, and staff enters a period of uncertainty and realignment. The school’s cultural identity, carefully constructed through years of shared experiences and mutual understanding, often undergoes substantial transformation as new leadership implements alternative approaches to community building and professional collaboration. This cultural shift can significantly impact teacher motivation, student engagement, and overall school climate.

    Academic program integrity and student achievement metrics frequently experience fluctuations during principal transitions. New leaders typically introduce fresh perspectives on curriculum implementation, instructional methodologies, and resource allocation strategies. While innovation and new approaches can catalyze positive change, frequent shifts in academic direction may disrupt educational continuity and student progress. Empirical studies have consistently demonstrated that schools experiencing frequent principal turnover often exhibit temporary declines in student achievement metrics, with particularly pronounced effects in high-poverty areas where stability serves as a crucial factor for student success.

    The impact extends deep into stakeholder relationships and community partnerships. Parents, community organizations, and local partners must adapt to new leadership styles, communication protocols, and institutional priorities. The critical process of building and maintaining trust, essential for effective school-community partnerships, frequently requires renewal with each leadership change. This cyclical process can affect various aspects of school operations, from volunteer program effectiveness to community support for school initiatives and funding proposals.

    Professional development trajectories and staff retention patterns often undergo significant changes during principal transitions. Different leaders may emphasize various areas of professional growth or implement modified evaluation systems, directly affecting teacher satisfaction and career advancement opportunities. Research indicates a strong correlation between principal turnover and increased teacher attrition rates, creating compound effects on institutional stability and educational continuity. This relationship suggests that leadership stability plays a crucial role in maintaining a consistent and experienced teaching staff.

    The challenges of strategic planning become particularly acute in environments characterized by frequent leadership changes. Multi-year improvement initiatives risk interruption or abandonment as new principals implement different priorities and approaches. This instability can affect various aspects of school development, from technology integration plans to curriculum development initiatives, potentially compromising the institution’s ability to achieve long-term educational objectives and maintain consistent progress toward established goals.

    Educational institutions can implement various strategies to minimize the negative impacts of principal turnover, including developing comprehensive transition protocols, maintaining detailed documentation of ongoing initiatives, creating strong distributed leadership teams, establishing clear communication channels during transitions, and building robust institutional memory through systematic record-keeping. These mitigation strategies prove essential for maintaining organizational stability and educational effectiveness during periods of leadership change.

    The implications of principal turnover extend throughout the educational ecosystem, influencing everything from daily operations to long-term strategic initiatives. Understanding these complex dynamics becomes increasingly crucial for educational stakeholders, policymakers, and administrators in developing effective strategies to maintain institutional stability and educational quality during leadership transitions. As educational institutions continue to evolve in response to changing societal needs and expectations, the ability to manage leadership transitions effectively becomes paramount for ensuring consistent, high-quality education for all students.

    This comprehensive analysis of principal turnover effects provides valuable insights for educational professionals, administrators, and policymakers working to create more stable and effective learning environments. The ongoing challenge lies in balancing the potential benefits of new leadership perspectives with the fundamental need for institutional stability and continuous educational improvement, all while maintaining focus on the ultimate goal: providing optimal learning opportunities for students in an ever-changing educational landscape.

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  • The silent hero of modern learning

    The silent hero of modern learning

    Key points:

    Education is undergoing a profound digital transformation. From immersive AR/VR learning in science labs to hybrid classrooms, real-time collaboration platforms, and remote learning at scale, how students learn and educators teach is changing rapidly. These modern, data-intensive applications require far more than basic connectivity. They demand high bandwidth, ultra-low latency, and rock-solid reliability across every corner of the campus.

    In other words, the minimum requirement today is maximal connectivity. And this is where Optical LAN (OLAN) becomes a game changer.

    The challenge with traditional LANs

    Most schools and universities still rely on traditional copper-based local area networks (LANs). But these aging systems are increasingly unable to meet the demands of today’s digital education environments. Copper cabling comes with inherent speed and distance limitations, requiring rip-and-replace upgrades every 5 to 7 years to keep up with evolving needs.

    To increase network capacity, institutions must replace in-wall cables, switches, and other infrastructure–an expensive, time-consuming and highly disruptive process. Traditional LANs also come with large physical footprints, high maintenance requirements, and significant energy consumption, all of which add to their total cost of ownership (TCO).

    In a world that’s demanding smarter, faster, and greener networks, it’s clear that copper no longer makes the grade.

    Built for the campus of the future

    Optical LAN is a purpose-built solution for both in-campus and in-building connectivity, leveraging the superior performance of fiber optic infrastructure. It addresses the limitations of copper LANs head-on and offers significant improvements in scalability, energy efficiency and cost-effectiveness.

    Here’s why it’s such a compelling option for education networks:

    1. Massive capacity and seamless scalability

    Fiber offers virtually unlimited bandwidth. Today’s OLAN systems can easily support speeds of 10G and 25G, with future-readiness for 50G and even 100G. And unlike copper networks, education IT managers and operators don’t need to replace the cabling to upgrade; they simply add new wavelengths (light signals) to increase speed or capacity. This means educational institutions can scale up without disruptive overhauls.

    Better yet, fiber allows for differentiated quality of service on a single line. For example, a school can use a 1G wavelength to connect classrooms and dormitories, while allocating 10G bandwidth to high-performance labs. This flexibility is ideal for delivering customized connectivity across complex campus environments.

    New School Safety Resources

    2. Extended reach across the entire campus

    One of the standout features of OLAN is its extended reach. Fiber can deliver high-speed connections over distances up to 20–30 km without needing signal boosters or additional switches. This makes it perfect for large campuses where buildings like lecture halls, research centers, dorms, and libraries are spread out over wide areas. In contrast, copper LANs typically max out at a few dozen meters, requiring more switches, patch panels and costly infrastructure.

    With OLAN, a single centralized network can serve the entire campus, reducing complexity and improving performance.

    3. Energy efficiency and sustainability

    Sustainability is top-of-mind for many educational institutions, and OLAN is a clear winner here. Fiber technology is up to 8 times more energy-efficient than other wired or wireless options. It requires fewer active components, generates less heat and significantly reduces the need for cooling.

    Studies show that OLAN uses up to 40 percent less power than traditional LAN systems. This translates into lower electricity bills and a reduced carbon footprint–important factors for schools pursuing green building certifications.

    In fact, a BREEAM (Building Research Establishment Environmental Assessment Method) assessment conducted by ENCON found that deploying OLAN improved BREEAM scores by 7.7 percent, particularly in categories like management, energy, health and materials. For perspective, adding solar panels typically improves BREEAM scores by 5-8 percent.

    4. Simpler, smarter architecture

    Optical LAN significantly simplifies the network design. Instead of multiple layers of LAN switches and complex cabling, OLAN relies on a single centralized switch and slim, passive optical network terminals (ONTs). A single fiber cable can serve up to 128 endpoints, using a fraction of the physical space required by copper bundles.

    This lean architecture means:

    • Smaller cable trays and no heavy-duty racks
    • Faster installation and easier maintenance
    • Fewer points of failure and lower IT footprint

    The result? A network that’s easier to manage, more reliable, and built to grow with an education institution’s needs.

    5. Unmatched cost efficiency

    While fiber was once seen as expensive, the economics have shifted. The Association for Passive Optical LAN (APOLAN) found that POL saved 40 percent of the cost for a four-story building in 2022. Even more, Optical LAN now delivers up to 50 percent lower TCO over a 5-year period compared to traditional LAN systems, according to multiple industry studies.

    Cost savings are achieved through:

    • Up to 70 percent less cabling
    • Fewer switches and active components
    • Reduced energy and cooling costs
    • Longer lifecycle as fiber lasts more than 50 years

    In essence, OLAN delivers more value for less money, which is a compelling equation for budget-conscious education institutions.

    The future is fiber

    With the rise of Wi-Fi 7 and ever-increasing demands on network infrastructure, even wireless connectivity depends on robust wired backhaul. Optical LAN ensures that Wi-Fi access points have the bandwidth they need to deliver high-speed, uninterrupted service.

    And as educational institutions continue to adopt smart building technologies, video surveillance, IoT devices, and remote learning platforms, only fiber can keep up with the pace of change.

    Optical LAN empowers educational institutions to build networks that are faster, greener, simpler, and future-proof. With growing expectations from students, faculty, and administrators, now is the perfect time to leave legacy limitations behind and invest in a fiber-powered future.

    After all, why keep replacing copper every few years when operators can build it right once?

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  • Learning is the defining characteristic of modern leaders

    Learning is the defining characteristic of modern leaders

    Are leaders born to the role? Does one simply come into the world with the charisma, ability to inspire, take tough decisions and communicate well? Or, is it within the ken of any individual to develop themselves as a leader?

    Whether we believe the answer to be one or the other or a combination of both, the bottom line will always remain “learning.” Leadership is a complex business, requiring an equally complex set of skills and these can be developed and honed over time through continuous learning. Even those who are born blessed with the key leadership traits can only become true learning leaders if they are willing to become conscious of their experiences and practice.

    Definitions of leadership are wide and varied. Everyone, it seems, has some idea of what it is and what makes the best leaders. For our purposes we can draw on a simple, and perhaps profound, definition that I picked up from an Ethiopian cohort:

    If you think you are a leader and you don’t have any followers you are just taking a walk.

    And, given the world we are living in, it’s worth adding that true learning leaders will have willing followers, as opposed to those coerced into following whether through fear or manipulation – or even hierarchy for that matter.

    To ask what makes a good leader is therefore to think about the qualities that make someone “followable.” And without much doubt we are looking at the traits of authenticity, courage, empathy, vision and, most of all, someone who can “walk the talk” and follow through on their promises.

    Learning is life

    The Learning Leader course is a reflection of this philosophy; conceived and designed around leaders who want to learn and develop themselves. It is designed for people who are ready to acquire the necessary knowledge and skills, but also to explore their own beliefs and values so that they are as consciously authentic as they can be. It takes as a maxim the view frequently attributed to Mark Twain that “continuous improvement is better than delayed perfection.”

    Learning Leaders is founded on four foundation pillars: learning; leadership; consciousness; change. And it is consciously focused on learning that keeps pace with change, drawing on the Reg Revins formula:

    Rate of learning > Rate of change = Life

    Rate of learning

    The course is intentionally more about facilitation than teaching. It is focused on learning “outputs” much more than teaching “inputs.” We provide frameworks to help participants make sense of the outputs, but these are deliberately simple – though not necessarily easy – and can be adopted at a personal and collective level. In other words they are much less culture bound than other (largely Western) theories and models.

    Most of all we use tools and techniques that create a safe and respectful environment wherein participants feel so comfortable with each other they not only exchange their own experiences and insights but also help each other to explore the deeper meaning of what it is to be a leader in today’s world.

    To have Learning Leaders as part of the Global Majority Mentoring Programme throws up other dimensions relating to culture and diversity. Participants are exclusively from Global Majority backgrounds and are more conscious than most of their diversity. It is interesting, too, that the dominant profile has been a female one.

    We could all readily agree that leadership in this modern, fast changing, complex world should always be open to learning, indeed, it is learning or the ability to learn in a conscious way that is a defining characteristic of the modern leader.

    Consciousness raising

    Over two days participants worked through multiple course elements including change framework, philosophical inquiry and practising disagreement, a “walk the talk” exercise and a reflection instrument. But a key collective “Aha!” moment arose from an exercise to explore individual learning leader styles. That was a moment where all of us, myself included, found a new way to look at diversity: not just as a “nice” thing to do but as an essential strengthening underpinning to all that we do.

    The assessment of learning leader styles begins with introducing a learning cycle model. We emphasise at this point that our world has become a place where “Plan-Do” is dominant and that this, more visible, element is what organisations like to encourage and reward. This has come at a cost to “Reflect-Think” and consequently to our ability to learn. This helps to frame where our focus will be and why. The participants will have a rare chance to really indulge in some quality individual and collective reflection and thinking.

    By segmenting the cycle into four quadrants we find that we have four different areas that accommodate or position leadership learning styles or preferences.

    • Body (between Plan and Do) – learning from experience and being aware of our behaviour.
    • Heart (between Do and Reflect) – learning from emotion and being aware of our instinctive intelligence.
    • Mind (between Think and Plan) – learning from knowledge and being aware of our ego.
    • Spirit (between Reflect and Think) – learning from wisdom and being aware of our beliefs.

    With the use of a short questionnaire, we are able to identify our leadership learning styles and the relative position on the cycle. This is a good visual to discuss further what having a particular approach might mean for an individual and to explore the consequences of our collective preferences. The below diagram illustrates where different people might position themselves on the various quadrants.

    Having someone in each quadrant gives us a more complete learning group. I like to see things get done offering practical insights. M and Z remind the group how important it is to be aware of our feelings and be open to creativity and new ideas. S and J require that questions are asked, and sense is made before rushing onto the next thing. Finally, we have N who also likes to make sense but who is unlikely to procrastinate too long and can help a group converge learning into a decision and way forward.

    Provided we become and remain conscious of this diversity it becomes a real strength in any group or team. Only when we are unconscious can differences lead to division, fragmentation and misunderstanding. Without this awareness learning is non-complimentary and will erode respect and trust.

    Having looked at our complimentary styles we applied this insight into all that we did for the rest of the two day course. For example, participants enhanced the effectiveness of the “walk the talk” exercise when they paired up with a complimentary style and experienced new perspectives, insights and ideas. But most of all we could see graphically how diversity is always a strength (especially in a leadership team) when we are conscious of ourselves and others’ approaches and preferences.

    That this is the real and positive message from any EDI initiative. With the consciousness of a Learning Leader we could never be divided! I am already looking forward to next year’s Global Majority Mentoring Programme cohorts and to enjoy the diversity and experience the profound insights that come out of this potent mix of leaders.

    This article is one of four exploring London Higher’s Global Majority Mentoring Programme – you can find the others here. Keith would like to extend special thanks to the University of Westminster and Dr. Randhir Auluck, Head of School, Organisations, Economy & Society at Westminster Business School without whose vision, not to mention organisational skills, this Learning Leaders course would not have seen the light of day.

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