Emory University Director of Enrollment Marketing & Communications
Valdosta State University Master's degree, Public Administration and Organizational Management
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How did you get to where you are today? What is your story? What incidents and experiences shaped your career path?

Summarized By: Jeff Musk on Thu Nov 12 2020
thank you for having me. My career path is not a straight line, which the further I get in my career than where I realized how normal that is. I actually spent the 1st 10 years after I finished college working for a non profit volunteer organization similar to the Peace Corps and during my time with that organization. I started getting into writing and doing marketing for them, kind of as a hobby and help to our team and our office. And then that continued to grow into more and more responsibilities. When I did decide to leave that organization and started looking for my next step in my career, I really was drawn to higher ed for the purpose driven, um, kind of ethos and values behind it, on delivering education, too, students to allow them to grow and to expand and to make a difference in the world. And so I started applying for jobs and higher Ed and I could not find a single job in marketing. I couldn't even get an interview. Um, and so because I was so interested in higher ad, I decided to pivot a little bit and say, Well, if I can't get a job in marketing. Maybe I could get a job in a different area that's still working for a university. And so I did land a job, and I would say, if you look at the career trajectory, it was a step back. But it was a foot in the door into the higher ed industry. And so I started working in an admission office, reading transcripts, calculating GPS. Andi. I had a college degree, and that was the job that I could get. And then, as I got familiar with the admission office and the process for how that works at a university, and it was a large public university, um, you know, I started to earn the respect of my colleagues and leadership, and I met with my boss and just let her know that if there was ever an open position in marketing or communications, that I would be interested. And within the next year, our marketing person actually did decide to leave the university for a different job. And so they interviewed me and along with several other candidates, and that was really my first step into marketing within higher ed. Since then, I really progressed what I would consider a little bit more rapidly. But I do think that there was this willingness on my part to kind of take a step back on, do a job that wasn't necessarily in the marketing stream in order to get into the industry where I wanted to be. And that's really paid off, because since that I've been able to move from a public university to a private university. I've advanced probably toe through about four positions, kind of up the ladder since then. But the experience that I gained reading transcripts and calculating G. P. A s is still really valuable on the work that I do. And I can, you know, have a report with the colleagues in our office who still do that. And I think the insights and perspectives that I gained from that are still really valuable even to the work that I do today.

What responsibilities and decisions does one handle in a job like yours? What are the top three priorities? What are weekly work hours like?

Summarized By: Jeff Musk on Thu Nov 12 2020
well, it's definitely interesting right now, working remotely. Our office is still working full time remote eso. The responsibilities and decisions that I handle right now are really setting the strategic priorities of my team. So I supervised four people directly, and then I have about four more people who have dotted lines to me. So between the six or eight of us working on our projects from week to week or month to month, I'm in charge of setting those priorities and deciding what projects are we saying yes to what projects are we saying no to and how much time are those projects were saying yes to getting because there's just not enough hours in the day to get everything that our office would ideally want us to get to right? And so we have to say no to things. So a lot of my job is sorting through those things and having conversations. Sometimes there's political reasons behind why we have to say yes to something, because maybe somebody higher up is asking for it. So figuring out how to navigate that on how to do it in a way that's polite and professional but also strategic is a really big part of my job, and then another big part of my job is really equipping my team to do what they need to dio. I always tell them that one of my biggest priorities is to clear away any obstacles. So if they feel like they're hitting a brick wall, getting an asset they need or finding the right photo or they need funds toe by a new font or something like that, I really see it is my job to make sure that that happens so that they can do their jobs because they're really good at their jobs and they do stuff that I don't necessarily know how to dio. But I want to make sure that they could be successful. Eso when I think about the top three priorities, Obviously, even though universities are non profit organizations, for the most part and the one where I work is a nonprofit organization, we do still have goals that the university leadership wants us to achieve. Sometimes people think, Oh, it's nonprofit, you can kind of do whatever you want and that z really not the case at all. We still want to bring in the brightest students, a really diverse class. Eso my top priority is just ensuring that that happens from the marketing and communications perspective. So are we targeting the right audiences, sending the right emails, building the right kind of website to make that happen. Running the right social media campaigns. So getting are enrolling classes Always. Number one priority number two Priority is supporting our staff with the programs that they want to do. So our counseling team puts on a wide variety of events that are all happening virtually right now and so ensuring that students know that those events were happening through invitations the website, social media advertising that they can register for those events that they know how to get into those events with all the zoom links and everything like that. Um, that's my second priority. And then I think that their priority is just ensuring that things run smoothly for my team. Like I said, ensuring that they have everything that they need to make those first two things happen for Emory Weekly hours. I think I'm really blessed and fortunate at Emory that our boss is very protective of work life. I think balance is kind of a false word because you never really feel balanced. But just maintaining that between your family life, what you're doing at home, especially now in this virtual space. Um, you know, there are seasons where I'm working 50 55 60 hours a week, but it's not like that year round. Um, they're definitely seasons where I may only be working 35 hours a week or 40 hours a week. Right now, I'm gonna busier season where I am working probably 40 45 hours a week, but especially working remotely. I have a lot of flexibility to sometimes finish that work at night or work for a couple of hours on a Saturday afternoon on. That's really no big deal. Our office really respects the weekends. For the most part, they don't pay me unless it's an emergency, and I really appreciate that about where I work

What are major challenges and pain points in a job like yours? What approaches are effective in overcoming them? Discussing examples will help students learn better.

Summarized By: Jeff Musk on Thu Nov 12 2020
um, I think the biggest challenges that I face right now I alluded to in my previous answer, but it's really deciding. What do we say yes to And what do we say no to? There are a lot of requests and creative ideas and fun ideas that either my team comes up with or people come to my team and want to pursue. So, for example, this earlier this semester we had two of our staff who said, Hey, we see the Emory has a really strong instagram channel. We want to do our own Instagram live show. We want to do an episode every week, and we want to do that for the entire semester of 12 or 14 weeks on. That's a really fun, exciting idea. And at first glance, you like Yes, of course you want to say yes to that. Um, why not? And then we started really researching. Well, how do you do on Instagram Live researching best practices and the logistics of that and the equipment you need and how do you advertise it, really building out what it would take to do that. And as we started to do the research, we realized Wow. Doing an episode every week is probably not where we want to start. So we really scaled it back a little bit and we said, Why don't we try twice a month to start with? And we're just going to commit to try this for two months, See how it goes. See what the traction is, see if the audience is responding, Andi, then take it from there and evaluate if we want to do this further, see how well it's being received. See what we need to tweak. Do we need to do it more frequently? Less frequently changed the start time, all those kind of questions just to kind of evaluate where we were on bond going through that process, not just with my team, but with these two other staff members who I would consider clients who came to us with this idea. It's a lot of navigating right because you're all professionals, you're all experts of what you're doing and you want to respect each other. But you also have to figure out how to balance that tension between this new idea and also realizing that my team members have you know 15 other projects that they're working on. Two. They're not solely focused on hosting Instagram lives for the office. Eso Some of the strategies in there were just, you know, doing a little bit of research on best practices, having conversations with other schools who are hosting Instagram lives, doing some test runs to see what works and what doesn't. And then also setting realistic timeframes and goals and not biting off more than you can chew has really helped our team be successful. And in this case, the Instagram lives. We're going great. They've been really successful. So we're trying to figure out how do we expand on that for the spring semester? Bring in some new guest speakers and things like that because, yeah, it's just been really successful. We've gotten a lot of great feedback about it, so I think there also has to be a willingness to say something isn't working and to stop doing it on demand to be prepared to do that, which we were in this case. We just said we're going to try it for two months, and if it's not working, we're going to stop. We communicated those expectations with our clients from the beginning so that just in case we had to cancel it, there were no hard feelings

What are the job titles of people who someone in your role routinely works with, within and outside of the organization? What approaches are effective in working with them?

Summarized By: Jeff Musk on Thu Nov 12 2020
so job titles and higher ed can be a little bit tricky to figure out. I definitely just recommend going to different university websites and, uh, clicking through areas like enrollment services, undergraduate admission, graduate admission. Um, it could be directors of communication. It could be associate director of communication. I talked to somebody last week at a pure school, and she has the same job as I do. And her job title was PR specialist, which to me just sounds really different. We have PR specialist at Emory, and they do not do what I do. So I think it could be a little bit hard to figure out when you're not a faculty member, but rather your staff member at a university to figure out what exact title is similar. Um, so that's within the organization outside the organization. Most of my relationships have to do with vendors that we pay to help us with things. So, um, but that you could be working with anyone from a account manager to account specialist or sometimes it's a director of communications at a creative agency who might be helping you on a project. Um, what approaches air effective and working with them. I think that really just depends on the role in the conversations that you're having. My approach tends to be to be fairly straightforward, to try and be as proactive as possible about setting clear expectations, because I find that that helps me be successful and what I have to dio. If I know what's expected of me and vice versa, then that helps us both work together on DSO. I really do try and do that. Whether it's over, emails or phone calls resume calls is it is now just making sure that, as much as possible, we're all staying on the same page about the direction that we're heading.

How would you describe your management style? How has it evolved over the years? Can you tell about experiences or books that influenced your management style?

Summarized By: Jeff Musk on Thu Nov 12 2020
Yeah, so my management style definitely changed over the years. I think when I first started out as a leader and a manager and a nonprofit organization, I was pretty naive and inexperienced in the strength of having a team of people behind you. I really had always been kind of a type a driven personality. I could do it all myself. I could be successful on my own. I don't need a lot of other people to help me succeed. So that was my leadership style, which I don't even know. Maybe it's leadership, but, uh, I think I took on more than I needed to because I was trying to prove myself and trying to be self sufficient. And that probably has to do with my own personal background on my own upbringing as a child and all that kind of psychological stuff that we don't have to unpack here. But as I have grown and understood more about leadership, and I spent a lot of time learning about personality styles and traits and strengths, and I'll talk about a couple of those um streams in a second. But I really realized that there's a lot of power in the team of people you have around you and that it's really good to surround myself with people who think differently, even though sometimes it drives me a little bit crazy because I still think I'm always right and I don't have a problem saying that. But it's good to be challenged, and it's good to have people who see things differently and have different perspectives to kind of push you and and realize that Oh, in that kind of tweaking, you can change your direction a little bit and maybe end up with a better end product and a better result for the university. Eso My management style, I think, has evolved to reflect that my team and I spend a lot of time talking about How do you like to be communicated with what do you need to be successful? You know, whether that's I have one team member who I have to meet with her every week on Mondays because that helps her feel like she's organizing those what she needs to do for the week. I have another team member who we probably only meet one on one every six weeks because he's very self sufficient. He feels like he gets everything he needs to know from me, either over email or in our weekly team meeting. And that's all he needs, right? So, being flexible enough with yourself as a manager to say, Well, I don't have to treat every single employee exactly the same because they all have different needs and they all have different strengths and weaknesses and so kind of shifting my management style to reflect That has been really important. And that kind of takes off some of the pressure to, um to feel like you have to treat everyone. That's saying so. Ah, lot of my management knowledge hasn't come from management books. It's come from life experience. And as I mentioned before, I actually spent a lot of time learning about personality styles. Eso I have used strengths finders with my team. I've used the disc assessment, the D. I S C assessment. I've looked at the NDR Graham with my team. I've looked at the color code and those were all just different models of understanding. What makes people tick eso In leading a creative team, you have highly creative people who are all over the map but they actually each have different motivations. They have different personality styles. They have different ways of feeling rewarded and appreciate it. So getting to know all of that within my team and within my leadership team, a swell for our office has really helped me learn how to be a better manager and a better team player on. And also always being open to feedback is really important, even though it's hard.Yeah. I mean, the ones that the ones that I find easiest to others understand. There's one called the Color Code, and I can't even remember who it's five. But if you Google color code personality assessment, Um, there's, like four basic personality types and I find that really easy to remember in my head. It's not like there's 15 that I'm having toe like Refer back Thio on dso I I find that one pretty easy as a base one, and I actually have gone through the color code desk. And, um well, those are the two main ones that I've done with my current team on we actually, sometimes we'll just do, like, a half day retreat, go through our results, share our results as much as you're comfortable with with your team members s so that we can learn about each other on we do it in a way that's pretty safe on Bond. Nonjudgmental on. Do you know, we always started the time with saying, you know, talking about how we're all different, we need to value each other. We're gonna have wildly different personalities and perspectives and kind of building that foundation of respect and It has helped our team work through some issues because there are times where we don't agree and we're butting heads and, you know, maybe two team members were saying a project really differently on one person is dragging their feet because they don't think we're heading in the right direction. And so having the space of respect to talk through that has been really helpful, and I'm not saying every day is perfect. I don't want it to sound like rainbows and sunshine all the time because we definitely do disagree. But I think just having that foundation of respect helps a lot and being able to be honest with each other. Um, in the end, we get a lot better results for our team and for the university with that.

How do you manage conflicts within and across teams? How do you promote trust, openness and a healthy work culture? Sharing stories will greatly help.

Summarized By: Jeff Musk on Thu Nov 12 2020
eso my perspective with professional staff. Most of my staff are in their late twenties, early thirties, mid thirties. So for most of them, it's not their first job, which I do find to bring a different tone to the office than people who are in their first job. Eso there. There is a certain kind of professionalism that I look for and my staff even when I'm hiring, because I do really value that, and I kind of set that expectation when we start when we go through the interviewing process on Ben, we set it again once the person is hired and just creating that culture that values professionalism, being on time, you know, not playing on your phone and meetings, just little things and big things like that, and just being really upfront about that when we're bringing on somebody who's a new hire andan. As I mentioned before, we talked a lot about respect and honesty. Um, there have been times where people on my team have had conflicts with each other, and they might bring it to me individually, first as their boss, and sometimes I feel like they're looking to me to fix the problem on my first question. To them is a staff member is always well, have you talked to that person first? How is that conversation gonna? Because I don't necessarily want to step in unless they're really at loggerheads, having tried to fix it themselves. Eso I really challenge my staff to try and empower them Thio sort of their own disagreements and to be honest with each other, even though it can be difficult sometimes to share how they're feeling to share, where they're frustrated to share, why they're frustrated with that person and then to brainstorm ways that they could improve it for next time. Ondas. Hard as that is, sometimes it has helped over the years for our staff to build more and more trust with each other on Guy. I really like that, and I like that. It doesn't make me have to be the referee all the time as their manager because I don't have time for that and we're all grown adults and we should all be able to work through these things on our own. And when I have a conflict with one of my staff members, I tried to be honest and open with them in a professional way. I'm not saying that that's always gone very well either. I've had people frustrated with me. I've had people crying in my office because of feedback, like all of that stuff happens. But when we move through those spaces and get to the other side, there's so much more respect now that we have that history of just being open with each other and being like I'm on your side. But this is frustrating. We've got to figure out how to fix this. Otherwise, I can't keep being on your side, you know, and really challenging people to grow as professionals and as humans to be better people in the workplace. So it's not always easy. I think, um, I think it could be trickier managing more people at my own level than with my team because when you're working with colleagues at the same level that that that could just be a little bit harder because there's not that same level of need. Tohave toe work together all the time on That's where I find actually is a questionable tohave, Ah, harder time because you're not always saying things eye to eye and you don't necessarily have Thio because they run their own team or vice versa, and so that could be where it gets a little, a little bit harder.

How can one get better recognition of work from one's boss and higher management? What mistakes should one avoid? Stories or examples will be quite helpful.

Summarized By: Jeff Musk on Thu Nov 12 2020
Yeah, for sure. So I actually have a lot of undergraduate students who report to Mia's well, and I know I haven't spent a lot of time talking about that, um, that today. But when I think about the students who work for me, I have three interns who report to me directly, and they're all they're one software. When junior one senior right now on, Do you know that rotates every year? But that's what I have this year. And so a lot of it is just, I think the attitude that you come in with with your work come in with a positive attitude. Be a go getter, be proactive and offering solutions be proactive and offering ideas on bond. You know, I obviously that probably depends on the team and the culture where you're working to other places may not be as open to that, but I think just coming in with a positive attitude every day and being being a go getter is a great start on. But I think turning in quality work is a great start to andan. The other thing that I think is hard and I struggled with this very much as well early on in my career is being patient for the attention to come your way. I think for a lot of reasons again, psychologically and culturally, we're kind of prime to think, Oh, we're always going to get like a pat on the back with every project we do And that may not be the case. That may not be how your manager works. They may not have time for that. They may not know that. That's what you feel like you need, Um, sometimes in their mind, they're like, Yeah, that person is just doing their job like E shouldn't have to give him a pat on the back. Every single time on that could be hard. That could be really, like a little bit disappointing. I remember feeling that myself when I was like Man, I just like, knocked that out of the park and nobody told me like good job, Andi. I remember that feeling and kind of getting comfortable with that and realizing that like you see your own value and you see the value that you're bringing to the organization and continuing toe have that hustle. Month after month and year after year, it really does pay off in the long run. I think for me, that really became clear in my career after I had been it. Emery for about two years, and I went to my boss and I asked for a promotion and they said no, and I just remember being crushed. I was like, I've been working my butt off for this place and they, like, won't give me the promotion. And I know it deserve it on guy, you know, for better or worse, this is a job strategy you may choose to employ or not. But I actually did start interviewing for other jobs on I got another job offer and I took it back to Emory and they said, Oh, well, we don't want you to leave So we are going to give you that promotion, you know, And that was strategic on my part to say, like I know what I'm worth and I've been busting my butt for two years but also recognizing that I wasn't asking for promotion After six months, I worked for two years in that place, and I knew what my value waas eso helping Emery see that value did pay off for me. It didn't have to. They could have said Good luck, enjoy your new job on And that was a risk that I took on and I knew that I was taking. But I do think there's something to be said for patients, but balancing that with knowing your own value. And then there's not like a written book for when's the right time to, like ask for promotion. There's no magic formula for that on DSO. I get a lot of value and talking to other people in my field and outside of Emory to figure out like, Is it time for me to get a promotion like, Where am I kind of in the industry before you're getting ready to pull that trigger, So to speak on, try and get more recognition for the work you're doing

What indicators are used to track performance in a job like yours? Think of the indicators such as key performance indicators (KPIs), objectives & key results (OKRs), or so on.

Summarized By: Jeff Musk on Thu Nov 12 2020
Yeah, so for for me, um, at Emory, it's my boss. Isn't necessarily understand marketing. And I don't think he would be ashamed for me to say that about him. Eso When it comes to outcomes and KP eyes, I really set those for myself and for my team. Um, they're not coming from my box, necessarily. They're not coming from another outside agency or anything like that, But I really do that. Outcomes and goals that I feel like push my team but that are also obtainable within a year or within two years or something like That s so a lot of my outcomes and goals are really based around projects. Maybe we want to launch a new website. We want to ensure that that only takes 18 months instead of 24 months. Or that it only cost X amount of dollars instead of why amount of dollars s Oh, that's a big part of our job. And then the other big part of our job that I mentioned in the beginning it's just ensuring that our university meets its enroll. Michaels. There's a certain number of students we wanna make sure are showing up in August when classes start. We also have goals around number of students interested in certain majors. We have diversity goals because that's a really high value for our university, making sure that we have a really diverse, incoming class of international and domestic students and gender identity and, um, regionally where they're from and ethnic diversity. And so we have certain targets around that as well. So if our university has met those goals than I do feel kind of ripple effect that my team has been a part of that and we've met our goals to.

What marketing software and channels do you use to find and engage prospective students? Which are less effective? Which one do you recommend to students to learn?

Summarized By: Jeff Musk on Thu Nov 12 2020
Yeah, sure. So universities that are considered selective or highly selective universities like memory um, most of their admission offices use a marketing CRM called Slate Technol Oceans. Um, and that is a platform that houses admission applications, event registrations and email marketing all in one place. So there's I don't know. There's probably over 200 universities in the U. S. And around the world using slate. So if you are interested in that type of work, I would say Slate is a great thing. Toe learn. Ah, lot of other universities use, um Salesforce, which is another great CRM toe learn as well. So I think being familiar with either of those is great experience. Um, beyond email marketing, obviously we have our website. My university uses cascade, which is like pretty out there and on the far end of platforms to learn. But I think learning any kind of Web Web building and content management platform could be really helpful, whether it's truthful or WordPress or cascade. If you wanna work at Emory, it's pretty obscure, but we'd love to have you any of those kind of Web based platforms are really helpful. And then, of course, social media is huge right now with the perspective student population. So when you think about basically, I spend my whole day wondering what is a 14 to a 17 year old, Think about higher education right on by. A lot of that is coming from social media. So, you know, we do have a blogged. We do have a YOUTUBE channel we have an instagram channel on. Does have been really successful for us. We used to have Snapchat. We did go into that avenue for a couple of years, and then we saw all the functionality that Instagram was adopting. And so we decided to shut down our Snapchat channel because everything Snapchat could do, Instagram started doing better. So we've really focused a lot of our efforts on Instagram. But we do also have Facebook and Twitter because we're not just talking to. Students were also talking to the parents of students. We're also talking to school counselors, um, that work in high schools and private high schools around the world. And so, even though students aren't necessarily on Twitter or Facebook anymore, as much we do use those platforms to communicate with who we call influencers and that's the school counselors and the parents. So, um, we spend a lot of time probably two or three times a year evaluating our email, marketing, our website traffic and our social media platforms. And probably once a year, we take a really deep dive into stuff and make decisions about Are we going to continue our Facebook? Um, presents? Are we going to continue our instagram presence? Are we gonna you know, for each social media platform and to really decide how are we most effective in those? And where we gonna put our energy? We don't put a lot of energy the Facebook anymore. We focus more on instagram and Twitter because of those conversations and looking at the analytics.

What skills and qualities do you look for while hiring? What kind of questions do you typically ask from candidates?

Summarized By: Jeff Musk on Thu Nov 12 2020
I think this question is going to vary so widely by person and by team for me personally in my team. As I mentioned before, I look for people who could be quite professional because we're working with a wide range of clients, even within our office. Um, I look for people who are creative. I look for people who are proactive problem solvers. Eso I really I really struggle with personality types who are only finding the problems, but not also bringing a solution. If you're gonna point out a problem, I needed to come with it. Least one idea for how to solve it. And so I ask a lot of questions when I'm interviewing that are based on behaviors. I I'm not a big fan of Tell me hypothetically what you would do in this situation, because I think people are going to tell you what you wanna hear off. Of course, that's what I would dio. But I really tried to ask questions that are Tell me about a time when you were faced with a conflict. How did you solve it? What was the problem? What was the outcome where I also really like to ask the question about Tell me about a time when you messed up because everybody messes up. We try even the best, most driven person who may have all their ducks in the road 99.9% of the time. They're still gonna have times where they've dropped the ball. And I want to hear about that. Not because I wanna poke it your failure or your mistake. But I want to hear how you handled it. Where you proactive to communicate with the person, you know? Where you there to offer solutions? When you said you were gonna miss the deadline, where were the solutions you offered? I want to hear how you handled the sticky, messy situations that we all get into every day on just recognizing our humanity. And that s o those air. Probably the biggest types of questions I ask. And then, obviously on the other side, I'm also usually looking for really clear skill set when it comes toe, whether I'm hiring a graphic designer or a writer or a PR specialists and looking at their experience and their skills in those areas. And so we do have some assessments that will do with them to evaluate that, looking at their resume, looking at their portfolio, if their designer, just to make sure that they have what it takes to pull off what we need them to dio.

Can you discuss career accomplishment(s) that you feel good about? Please discuss the problem context, your solution, and the impact you made.

Summarized By: Jeff Musk on Thu Nov 12 2020
I think the thing that I feel good about is probably the project that caused me the most stress in the last eight months. And that was when we've sent the entire year preparing for the month of April. That's when we admit the most number of students to Emory, and most students have about five weeks to decide if they're going to go toe Emery or another great school that they got into. So we have about a five week period for our office to admit the students and then, like, woo them over to Emory just wide and dying them and make them think Emery is just like the best place on the planet. They have to come to school. Emory. They have to move to Atlanta. They're just gonna regret it if they don't. Right. So we spent a lot of time and energy preparing for those five weeks on. Do we have done that last year and last March when all the coronavirus stuff started happening and we started seeing the writing on the wall, Um, in early March that we were gonna have to shut down. We were not gonna be able to have visitors on campus. We were not going to be ableto have all these high school seniors who we had just admitted come to Atlanta C campus, sit in on classes. All these normal things that students do to make their decision on. We had to shut down march 13th. I have a little bit of PTSD over. It s o all the plans that we had made the entire year before for bringing students on campus having these great programs. They were literally like, Yeah, no, you can't do that. But you still have to make sure that we haven't enrolling class. So what are you going to dio on? We literally had to pivot all of our plans within about two weeks to a virtual environment. We have zero zoom experience. We have zero zoom licenses. We had nothing set up toe house, these kind of events. We have no idea how to market those kinds of events. We had no registration forms built for those kinds of events either. You know, there's all this back and stuff that has to happen. We have no website infrastructure built to house virtual events on DSO. We really had to pivot and I will say that in that moment I was so thankful for the team that I had around me, right? I was super thankful I didn't have to do it all by myself. Like like 20 year old me So would have thought she could have pulled off. And so, really, being able to pull that together, um, and pivot and tow launch something literally two weeks later that normally would have taken us a whole year to put together. But we pulled it together in two weeks. I was really, really, really proud of that. Took a lot of work. Ah, lot of creative energy. But I really saw how invested our team is and making making April successful. And there was no complaining there was no like, Oh, I can't believe you're asking me to work overtime like there was no question about it, like we just trusted each other and had a lot of respect for each other, and everybody really took their marching orders and just pulled together and make it made it happen. And that may be really proud, because I don't think it would have gone a smoothly at other institutions or with different team members who maybe didn't have that same level of respect and appreciation for each other. It could have been a disaster on DWI really pulled it off, but I was really proud of us for doing that.

What college programs did you attend and what were their best parts? How did each of your college programs prepare you for your career?

Summarized By: Jeff Musk on Thu Nov 12 2020
so I don't have a undergrad degree in marketing at all. My undergrad as a child of family development, um, I went to the University of Georgia. Um, I don't know. Maybe 20 years ago. I guess it was almost 20 years ago or so on DSO. I don't know that I knew I was gonna end up in marketing. I will say that I always had a love of writing all from middle school, all the way through high school. I've always loved writing. Um And so for me, Ah, lot of my marketing experience has come just through the jobs that I have had on the opportunities and the doors would have opened Well, have been and other, um, other jobs and other roles. And then they're like, Oh, we need somebody to help write this newsletter. I mean, that's how it all started from writing a newsletter once a month about this nonprofit organization to go. Now, can you help us build a new website? Eso It really grew from there with with the doors that opened. So for me, my undergrad isn't in marketing at all. Um, but about 10 years ago now, I decided that I wanted to go get my master's degree. Onda. Lot of people in my industry will get their MBA, um, in business, and that's very common, and those people are very successful. For me, my background is a nonprofit work That was the 1st 10 years of my career. Even though I'm in marketing now, I'm still very much drawn to the values of nonprofit work in the the values behind having access and diversity and giving students opportunities who may not have it. And that's really what drives me more than more than the marketing kind of numbers driven stuff s. So I decided to get my Masters degree in public administration with a specialization and nonprofit leadership because I do think leadership an organizational structure is really important. No matter where whether you're in a business in the corporate world or in the nonprofit world, I think that that kind of mindset is really important. So I did get my master's degree in non profit, non profit organization and public administration

What three life lessons have you learned over your career? If any, please also discuss your experiences facing adversity, or trying something unusual.

Summarized By: Jeff Musk on Thu Nov 12 2020
the one that stands out to me the most is don't feel like you have to do it all on your own. Definitely surround yourself with good team of people and they don't always have to agree with you. Um, second life lesson, I would say, is how important it is. Toe. Maintain that work, life, tension. I think there have been times in my career where I gave too much to my job to the detriment of my friends and my family. Because I really like to work. I like achieving goals. I like seeing projects across the finish line. I like the praise that I get from my boss, my leadership for saying job well done. And sometimes I've gotten too fixated on that, um, to the detriment of the people in my personal life. And so I would I would just say that I've learned a lot and how toe keep myself in check with that, Um, and those are the two that stand out to me the most. So I'm going to stop there and not come up with a third one that I don't feel strongly about

What starting job (after internship) would you recommend to students who hope to grow professionally like you? What other parting advice, dos, and don'ts would you give?

Summarized By: Jeff Musk on Thu Nov 12 2020
so starting jobs. I think, um, there's a lot of directions you could go. If you're specifically interested in higher ed, I would recommend trying to find a job and higher at even if it's not in marketing. Like like for me. I knew I wanted to be in higher ed, but I couldn't get. I couldn't even get an interview with the marketing position because I had zero experience. Um, and at least in higher ad, I find that to be the case. They kind of like to have somebody with experience. So finding a job and higher at is great, even if it's not a direct correlation to a marketing position, because at least then you've got your foot in the door at the university on that can open up a lot of doors later on another avenue. To take, though, is to get a job in marketing with an outside organization. So whether that's a social media marketing manager with a company or with a nonprofit organization, if you're specifically interested in admission, social media is always going to be really important for prospective students and current students on campus. Life does a lot with social media as well. So I would see either of those is a pretty decent entry level job when it comes to marketing and writing anything that will just get you more experience with learning how to do things and learning how to understand. Analytics is a great eyes, a great start. And I think the parting advice I would give really circles back to what I said and sharing my own story. Don't feel like you're career path is going to be a straight line. I think that's a lie that I believed when I first started looking for jobs and kind of thinking through what my career, what's gonna look like and it's just it's just not a straight line, and I've met very few people where that is the case. I'm not saying it doesn't happen at all. I'm just saying it's pretty rare. Eso be prepared to make lateral moves be prepared sometimes to potentially take a step back in order to get into the industry or with the right company that you wanna work for that you feel really passionate about on DNO that that's okay, that doesn't make you any kind of failure or less than is just the path that you're taking to get to that next step in your own career.awesome. Well, thank you for having me. Good luck to all of you getting ready to look for jobs and feel free to reach out. You can find me on lengthen on. I'm happy to connect with anyone who wants more advice or, you know, career path trajectory information.